When workforce decisions affect your benefits program, compliance obligations, or long-term costs, you need advice that considers the full picture. We provide strategic HR consulting aligned with your overall benefits strategy.
HR decisions and benefits decisions are often treated separately—but they're deeply connected. Changing your staffing model affects eligibility thresholds. Restructuring departments can trigger COBRA obligations. Compensation changes influence contribution strategies.
HR decisions and benefits decisions don't exist in isolation. When they're made separately, employers often create compliance gaps, cost surprises, or employee issues months later. Our HR guidance is built with benefits, compliance, and workforce impact in mind—so decisions work together instead of colliding downstream.
Advisory guidance for decisions that affect your organization
Growing, downsizing, or restructuring? We help you think through how changes affect benefits eligibility, compliance thresholds (like ACA's 50-employee mark), and overall cost structure before you commit.
Total compensation includes benefits. When you're evaluating salary structures, bonus programs, or equity arrangements, we help you understand how those decisions interact with your benefits investment.
Employment policies need to align with your benefits program and comply with New York requirements. We help you develop policies that work together—PTO, leave, remote work, and other workforce practices.
New York employment law is complex—Paid Family Leave, Disability Benefits Law, wage and hour rules, and more. We help you understand how compliance obligations interact with your benefits and HR practices.
When employees leave—voluntarily or not—there are benefits implications. COBRA timing, final pay requirements, benefit continuation. We help you handle separations properly and avoid common mistakes.
New hire onboarding sets the tone for the employment relationship. We help you design onboarding that effectively communicates benefits, meets compliance requirements, and reduces early turnover.
We're not an HR outsourcing firm. We don't take over your HR function or handle your day-to-day employee management. What we do is provide strategic guidance when you're facing decisions that matter.
When situations require legal advice, we can connect you with an ERISA attorney who understands employee benefits law.
HR consulting makes sense for employers who are navigating significant workforce decisions—not for routine HR administration. If you're dealing with day-to-day HR questions, our HR Support service may be a better fit.
This service is most valuable when you're:
Professional services firms, medical practices, and other employers across Nassau and Suffolk often reach us at these inflection points—when they need guidance beyond what their internal resources can provide.
Different needs, different solutions
