Growth changes the demands on your people function. What worked at 15 employees rarely works at 75. By 300, informal systems and shared ownership aren’t enough. Work becomes reactive. Managers spend time on issues that shouldn’t require that much energy. Compliance is assumed rather than confirmed.
That’s where a Washington-based home care organization found itself: more than 300 employees across multiple locations, without senior HR leadership designed for that level of complexity.
They required experienced HR leadership to steady day-to-day operations, reduce compliance exposure, and realign the function with how the business actually operated.
We stepped in as interim senior HR, cleared the backlog, simplified processes, addressed risk, and recruited a permanent HR Director and team. The transition was structured so the new team inherited a functioning department, not a clean-up project.
The outcome was a steady, reliable HR function that leadership could depend on.
If your HR feels busy but not built for scale, this case study will resonate. Download the full case study to see how we approached it.