Questions worth asking before you hire an HR advisor.

If HR is currently handled by an owner or manager squeezing it in between everything else, or if you've started asking "should we have a policy for this?" more than once, that's usually the signal. You don't need a problem to justify getting started — most clients come to us wanting to get ahead of issues, not clean up after them.

A conversation, not a sales pitch. We talk through how HR shows up in your organization today, what's working, what isn't, and what you're trying to get to. If it makes sense to work together, we'll recommend where to start — often a Health Check if you're not ready for a retainer. If it doesn't make sense, we'll say so.

Yes, regularly. We often work alongside an HR coordinator or generalist as the senior advisor they can escalate to — for complex employee relations matters, policy sign-off, or strategic questions that are above their current scope. We're built to complement existing HR capacity, not replace it.

Mostly organizations between roughly 10 and 250 employees — big enough that people issues are frequent and consequential, small enough that a full-time senior HR hire isn't yet the right fit. Outside that range, get in touch anyway; scope and pricing flex to what you actually need.

Flat monthly rates with a set number of included hours — no timesheets to approve, no surprise invoices. HR Essentials, HR Partner, and Fractional HR scale by hours and scope; see the full comparison on the Services & Rates page. Every plan is month-to-month with 30 days' notice to change.

Unused hours carry over one month, up to 20% of your plan. Extra hours beyond that are billed at $150/hr — no surprises, and you'll always know before the work happens if you're headed over.

Yes. Retainers run month-to-month with 30 days' notice to move between tiers or step away entirely. Most clients move up as things like hiring or a reorg pick up, and scale back down once the busy period passes.

No — retainers are month-to-month by design. Commitment discounts (5/10/15% for 3, 6, or 12 months) are available if you'd rather lock in a rate, and founding clients get a 24-month price lock, but neither is required to get started.

Yes, in full. If an HR Health Check or People & Culture Health Check leads into a monthly partnership, the fee you paid comes straight off your first invoice. It's meant to be a genuine starting point, not an upsell.

Both. Work, Advised. is based in Sarnia-Lambton, and most work is done virtually — phone, video, and email — which is how it gets done efficiently for organizations anywhere in Canada. In-person visits are easiest across Sarnia-Lambton and Southwestern Ontario, and available elsewhere with travel billed at cost.

For plan holders, priority advisory by phone or email is built into every retainer tier. Genuinely urgent matters — a safety incident, a serious allegation — get a fast response; routine questions are handled within a normal business day.

Payroll administration is available as part of a partnership or as an add-on — remittances, statutory deductions, T4s, ROEs, and year-end filings. Benefits guidance covers structuring and benchmarking your plan; we work alongside your existing broker or carrier rather than replacing them.

Yes — confidential, objective workplace investigations and complex employee relations matters are core to what we do. On the Fractional HR plan, Daniel conducts investigations for you. On HR Essentials and HR Partner, he coaches the leader running the investigation through each step, and can conduct it himself as an added service. Having a senior advisor involved protects both your organization and the people involved, and holds up better if a matter is ever challenged.

We can support unionized environments on policy, compliance, health and safety, and non-bargaining employee matters. Collective bargaining and grievance representation fall outside our scope — we'll tell you plainly if a matter needs a labour lawyer instead, and can work alongside one.

Daniel is a Certified Human Resources Executive (CHRE) through the Human Resources Professionals Association (HRPA) and holds a Master's degree in Counselling, with experience across national and international environments at the executive and CHRO level. Full background on the About page.

Yes. Confidentiality is foundational to HR work — employee matters, financials, and internal strategy discussed with us stay between us, disclosed only where legally required or with your explicit direction. See the Privacy Policy for how contact form and client data are handled.

Yes, professional liability (errors & omissions) insurance is maintained as standard practice for consulting engagements. Details are available on request as part of onboarding.

All of them. Employment standards legislation is tracked across every Canadian province and territory, so the advice you get is built for the jurisdictions you actually operate in — including organizations with employees spread across more than one.