Services and pricing
Choose a focused project, a packaged transformation, or ongoing fractional leadership. Every engagement begins with a clear scope, defined deliverables, and transparent expectations.
Need one policy, a practical toolkit, or a complete system? Focused services are available without an assessment when your needs are clear. Larger projects and ongoing support are scoped around your organization.
Workforce infrastructure
For organizations whose people practices have outgrown informal systems. We create consistent documentation, clearer workflows, and the operating structure leaders need to manage confidently.
Explore handbook development and updates
A new handbook tailored to your workforce and operating practices, with a defined review and rollout process.
Request this service →Review and update an existing handbook; the document length and extent of revisions are agreed before work begins.
Request this service →One new policy tailored to one subject area, a discovery consultation, two revision rounds, and implementation guidance. Multi-policy and multi-state work is scoped separately.
Request this service →Review and revision of one existing policy for clarity and operational consistency, with two revision rounds.
Request this service →One customized HR form, usage instructions, and two revision rounds.
Request this service →One documented operating process with steps, responsibilities, and two revision rounds. Implementation and training are scoped separately.
Request this service →Responsibilities, qualifications, and reporting relationships for one position, or a defined bundle of up to ten.
Request this service →Review reporting relationships, role ownership, and decision authority; receive recommendations for a clearer structure.
Request this service →Design the complete onboarding sequence, ownership, tools, and implementation plan.
Request this service →Review an agreed sample or number of personnel files and receive a findings summary and correction priorities.
Request this service →Map agreed HR workflows, handoffs, and ownership, with recommendations for improvement.
Request this service →A coordinated attendance policy, call-in procedure, tracking tool, manager guidance, and rollout plan. Policy rules, locations, tracking requirements, and training are defined in scope.
Request this service →An inventory of HR responsibilities, recurring tasks, process instructions, ownership matrix, and successor handoff training. Functions, documents, and training sessions are agreed before work begins.
Request this service →Define the HR function’s responsibilities, recurring calendar, records structure, workflows, and leadership reporting. Designed for employers establishing an internal HR function; broader policy and system build-out is scoped through the Complete HR Foundation Build-Out.
Request this service →An integrated project covering agreed documentation, workflows, and implementation priorities.
Request this service →Talent acquisition
We help employers replace reactive recruiting with structured interviews, consistent evaluation, stronger hiring decisions, and workforce planning that anticipates demand.
A customized onboarding checklist, orientation agenda, and 30/60/90-day check-in forms. Full program design and implementation are separate.
Request this service →Interview questions, a scoring rubric, and a candidate evaluation form for one position, with two revision rounds.
Request this service →Review your hiring process and receive findings and prioritized improvements.
Request this service →Design hiring stages, responsibilities, handoffs, and decision checkpoints.
Request this service →Develop a coordinated set of interview guides across agreed roles or interview stages; role count is confirmed in scope.
Request this service →Design coordinated evaluation tools across agreed roles or hiring stages; includes consistent scoring guidance.
Request this service →A practical group session on structured interviewing and consistent hiring decisions; duration and attendance are agreed in scope.
Request this service →Build a staffing forecast using agreed demand assumptions, workforce capacity, and hiring priorities.
Request this service →Set up agreed recruiting measures and reporting; monthly reporting scope is defined before engagement.
Request this service →Employee retention
We examine the manager practices, communication gaps, employee experiences, and workforce conditions that shape stability and turnover.
Customized stay and exit interview guides, a response tracker, and usage guidance. Interview delivery and analysis are separate.
Request this service →Examine agreed turnover information and employee experiences, with findings and recommended priorities.
Request this service →Design the interview process, leadership responsibilities, and approach to synthesizing findings.
Request this service →Analyze an agreed set of exit interview responses for themes and recommended actions.
Request this service →Scope an engagement review, analyze findings, and identify action priorities.
Request this service →Assess agreed management practices and identify development and accountability priorities.
Request this service →Review communication channels, handoffs, and recurring gaps, with practical recommendations.
Request this service →Develop a sequenced retention action plan with owners and measures of progress.
Request this service →Performance and accountability
We design expectations, documentation practices, corrective-action tools, and review processes that make accountability clearer for employees and managers.
One review form, rating definitions, and manager instructions, with two revision rounds. Full performance-system design is separate.
Request this service →One consultation, a customized PIP, and follow-up documentation tools for one employee case. Ongoing case management is scoped separately.
Request this service →Design expectations, review cycles, documentation, responsibilities, and implementation guidance as a connected system.
Request this service →Develop a consistent corrective-action process, documentation tools, and manager guidance.
Request this service →A practical group session on documenting performance concerns and follow-through; duration and attendance are agreed in scope.
Request this service →Create a consistent approach to setting, tracking, and reviewing employee goals.
Request this service →Design the review cycle, responsibilities, tools, and manager preparation.
Request this service →Combine agreed expectations, documentation, and manager practices into an implementation project.
Request this service →Compliance and risk management
We review employment practices, documentation, and internal systems for consistency and implementation risk. Legal questions are referred to qualified counsel.
Review agreed HR practices and documentation for operational risk; receive findings and correction priorities.
Request this service →Review an agreed number of I-9 records and establish a correction and tracking process.
Request this service →Review agreed pay, timekeeping, and attendance practices for operational risk and escalation priorities.
Request this service →A coordinated review of multiple existing policies, with findings and revision priorities. Policy count and rewriting scope are agreed in advance.
Request this service →Develop intake, escalation, documentation, and investigation workflow guidance; conducting investigations is separate.
Request this service →Establish consistent documentation practices, ownership, and recordkeeping guidance.
Request this service →Identify and prioritize agreed workforce risks with a practical mitigation roadmap.
Request this service →Review time capture, approvals, corrections, documentation, and payroll handoffs. Receive findings, recommended practices, and a prioritized action plan. This service is assessment and guidance only; it does not include payroll processing, tax filing, or ongoing payroll administration. A third-party processing referral may be explored on request; any provider engagement and fees are separate.
Request this service →Combine agreed audit, documentation, and improvement work in a defined engagement.
Request this service →Employee relations and investigations
Get focused advice, investigation coaching, or direct fact-finding matched to the situation and your internal capacity.
Choose coaching when your organization will conduct the investigation. Request direct investigation services when you need an outside investigator, subject to a review of fit and independence.
Each engagement defines responsibilities, information access, deliverables, and follow-up. Confidential employee records should be exchanged through an agreed secure channel, not the public inquiry form.
Consultation on attendance, conduct, workplace conflict, and performance concerns, including documentation review and practical next steps. Case complexity, meetings, and follow-up are agreed in scope; employment decisions remain with the client.
Request this service →Guide the employer’s designated investigator through planning, interview preparation, evidence organization, documentation, and consistent evaluation of information. The employer conducts interviews, gathers evidence, reaches findings, and makes employment decisions. Coaching scope and sessions are defined in advance.
Request this service →Direct, independently scoped fact-finding for suitable workplace matters: intake, an investigation plan, interviews, evidence review, and documented findings. Acceptance depends on case complexity, consultant capability, impartiality, and any applicable requirements. The client retains employment decisions; matters requiring specialist expertise or legal review are referred appropriately.
Request this service →Organize employer records, prepare a factual chronology, and assist with response documentation and deadline tracking for an identified claim. Client review and submission responsibilities are agreed in scope. Hearing representation and legal advice are not included.
Request this service →Leadership development
Practical development for new and experienced managers who need stronger tools for communication, coaching, conflict, documentation, and accountability.
One 60-minute coaching session focused on a management challenge, with written action steps.
Request this service →A practical group session on setting expectations, coaching, documentation, and follow-through.
Request this service →A facilitated group workshop with practical conversation tools and exercises.
Request this service →A group workshop on feedback, coaching conversations, and follow-through.
Request this service →A group workshop on clear expectations, ownership, and consistent management practices.
Request this service →A group workshop on responding to workplace conflict and navigating difficult interactions.
Request this service →A sequenced development program for new managers; sessions, participants, and deliverables are agreed in scope.
Request this service →A coordinated series of leadership sessions tailored to agreed organizational priorities.
Request this service →HR technology
Bring structure to system selection, implementation, and adoption with a consultant who connects your software to how your organization operates.
Implementations may run for several months. We scope support around your modules, rollout phases, internal capacity, and vendor schedule, including projects spanning six to seven months or longer.
Software subscriptions and vendor implementation fees are separate from Holt consulting fees. Platform-specific support is confirmed before engagement.
Document system requirements, compare shortlisted vendors, coordinate demonstrations, and develop a selection recommendation. Vendor count, demonstrations, and decision deliverables are agreed in scope.
Request this service →Prepare the implementation plan, data inventory, process requirements, stakeholder responsibilities, and readiness checklist. Migration execution and ongoing project management are scoped separately.
Request this service →Client-side support from planning through launch: vendor coordination, data preparation and validation, workflow requirements, configuration support for agreed modules, user acceptance testing, training, and go-live coordination. Each quote defines modules, milestones, responsibilities, support hours, and post-launch coverage.
Request an implementation quote →Review an agreed set of existing modules and workflows, identify gaps, and support prioritized improvements. New module rollouts, integrations, and substantial data cleanup are quoted separately.
Request this service →Role-based training for agreed HRIS functions, with practical instructions and user guidance. Session length, participant count, platform, and preparation are confirmed in scope.
Request this service →Workforce analytics
We develop practical measures and executive reporting that reveal patterns in staffing, turnover, attendance, overtime, recruiting, and organizational performance.
A review of available workforce data, a gap summary, and recommended measures. Data cleanup, dashboard development, and ongoing reporting are separate.
Request this service →Define measures, data sources, reporting ownership, and a practical reporting cadence.
Request this service →Build a dashboard of agreed workforce measures using available data; data preparation and reporting cadence are scoped.
Request this service →Recurring updates and interpretation for an agreed dashboard and reporting period.
Request this service →Analyze agreed turnover data by relevant workforce segments and recommend next steps.
Request this service →Analyze agreed attendance information for patterns, operational impact, and action priorities.
Request this service →Analyze agreed overtime data for recurring drivers and staffing implications.
Request this service →Combine agreed measures, analysis, and reporting deliverables into a defined project.
Request this service →Fractional HR leadership
Monthly engagements provide consistent access, defined leadership support, and a scalable alternative to immediately hiring a full-time HR executive.
Planning estimate: 8–10 hours per month
For owners who need an experienced sounding board and guidance for an internal HR administrator.
Planning estimate: 15–20 hours per month
For employers who need recurring coordination, manager support, and progress on defined HR priorities.
Planning estimate: 25–40 hours per month
For growing organizations that need ongoing HR direction and leadership across connected workforce systems.
Planning estimate: 45–65 hours per month
For organizations that need executive people strategy, organizational planning, and senior leadership partnership.
Hours are planning estimates, not guaranteed package allowances. Your written proposal confirms included capacity, meeting time, priorities, response expectations, and any additional work before the engagement begins.
Service packages
Choose a defined bundle for an immediate need, or a broader engagement for connected workforce challenges.
Policy Essentials
Starting at $1,500Hiring Essentials
Starting at $1,100Manager Documentation Essentials
Starting at $1,250Workforce Foundation
$5,000Document and role counts, revision rounds, sessions, and implementation support are confirmed in your written scope.
Discuss this packageWorkforce Stability
$10,000Document and role counts, revision rounds, sessions, and implementation support are confirmed in your written scope.
Discuss this packageWorkforce Transformation
$15,000 - $25,000Document and role counts, revision rounds, sessions, and implementation support are confirmed in your written scope.
Discuss this packagePublished prices are starting points or anticipated ranges. Final pricing depends on workforce size, number of locations, existing documentation, project urgency, implementation complexity, and agreed deliverables. Every engagement receives a written scope and fee before work begins. Individual document services cover one agreed subject, form, role, or process. Unless a service states otherwise, revision rounds, document quantities, interview counts, training duration, and implementation support are confirmed in the written scope. A toolkit supplies practical documents; a full-system project also addresses process design, ownership, and rollout. Legal review is separate.
Planning your engagement
Typical planning ranges for standard engagements. Your written proposal confirms capacity, milestones, review rounds, and delivery dates before work begins.
From completed document intake and leadership interviews to the findings presentation and roadmap.
To an initial draft after the scope and required information are confirmed. Review rounds follow the agreed schedule.
To an initial revised draft after receiving the current handbook and confirming the extent of changes.
To an initial complete draft after discovery and receipt of the required operating information.
Milestones reflect the number of processes, stakeholders, dependencies, and rollout requirements. HRIS projects may span several months.
Timing begins once the agreement and any required deposit are in place, materials are complete, and required discovery or interviews have occurred. Client feedback, additional locations, legal review, scope changes, and vendor schedules may extend the timeline. Business days are Monday–Friday, excluding holidays.
Questions before you begin
Start with the $1,500 assessment when causes or priorities are unclear. Choose a focused project for a defined deliverable such as a handbook or interview kit. Choose fractional HR when recurring manager support and workforce leadership are needed.
Some services have a fixed listed price; others show starting prices or anticipated ranges. Final scope considers workforce size, locations, existing materials, urgency, and implementation complexity. You receive written deliverables and fees before work begins.
Yes. Individual policies, forms, interview kits, onboarding tools, and performance materials are available as defined projects. The relevant service page explains what is included and where broader implementation needs a separate scope.
Holt focuses on growing employers with approximately 15–500 employees that need stronger HR systems, clearer manager practices, or experienced leadership support. Fit depends on your needs and internal capacity rather than headcount alone.
Yes. The introductory conversation is free, typically lasts 20–30 minutes by phone or video, and carries no purchase obligation. Detailed document review and consulting work are separately scoped.
| Support | What can be scoped | Pricing approach |
|---|---|---|
| HR administration and outsourcing | Recurring records, onboarding coordination, approved HRIS updates, offboarding handoffs, and reports | Custom quote for volume, frequency, systems, and capacity |
| Interim HR support | Priority inventory, agreed continuity, process documentation, and successor handoff | Custom quote for duration, availability, urgency, and delivery |
| Office manager and internal HR support | Role boundaries, HR calendar, selected workflow tools, escalation, and coaching | Focused project or agreed recurring advisory scope |
| HR department setup | Responsibilities, records ownership, recurring calendar, workflows, and reporting | Custom quote; integrated foundation build-out remains a separate published offering |
Wichita is our home base. Kansas employers can discuss remote work or agreed onsite delivery, including communities beyond Greater Wichita. Travel, meeting time, participating locations, and records access are confirmed in scope. Review delivery options.
Not sure where to start?
The assessment identifies the highest-priority gaps and gives you a practical roadmap before you commit to a larger project or monthly engagement.
Free introductory conversation · No obligation
Fixed-scope starting point
Prioritized implementation roadmap
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