Monthly Partnership
HR Essentials. The steady hand.
Ideal for small teams that need a dependable HR foundation — policies kept current, compliance risks caught early, and a senior advisor a phone call away whenever a question comes up. A steady monthly rhythm keeps HR off the back burner without adding headcount.
$1,700/mo10 hours / month · plus HST
Is this you?
HR Essentials is usually the right fit when…
- HR currently falls to the owner, an office manager, or whoever has a free hour — and it's starting to show.
- Your team is fairly stable. You're not hiring much right now, but you know your policies are out of date.
- You want someone experienced to call before a decision becomes a problem, not after.
- You'd rather spend a predictable amount each month than pay for HR emergencies one at a time.
At a glance
- Monthly fee
- $1,700 + HST
- Hours included
- 10 hours / month
- Commitment
- Month-to-month, 30 days' notice
- Unused hours
- Carry over one month (up to 20%)
- Extra hours
- $150/hr
- Delivered
- Virtually; in person when nearby
What's Included
Everything in HR Essentials, in plain terms.
Policy & compliance upkeep
Your policies and required documents kept current as legislation changes — reviewed on a schedule, updated when something shifts, and flagged before an annual review or posting requirement slips past.
Monthly strategy check-in
A standing monthly conversation about what's coming up — hires, leaves, problem situations, upcoming changes — so HR gets ahead of issues instead of reacting to them.
Priority advisory (phone & email)
A senior HR advisor to call or email when a question comes up — a leave request, a scheduling problem, an awkward conversation you need to have this week — with a practical answer, not a reading list.
Investigation coaching
When a complaint or allegation comes in, coaching for the leader running the investigation — planning the process, preparing interview questions, weighing the evidence, and writing up findings that hold up. If you'd rather Daniel conduct the investigation himself, that can be added as a separate service.
Not included in HR Essentials: hiring & recruitment support; performance management; manager coaching & development; hr strategy & workforce planning; seat in leadership meetings; quarterly leadership reporting; direct line during business hours. If one of these comes up, we'll talk it through first — it can be scoped as a one-off project, or you can move up a plan with 30 days' notice.
In Practice
What 10 hours a month can look like.
No two months are the same, and your hours go where you need them. This is an example of how a month on HR Essentials often comes together.
- 1
A monthly check-in
Forty-five minutes or so on what's coming up: a leave starting next month, an employee who's struggling, a policy that needs updating.
- 2
Questions answered as they come
A request for a schedule change, a question about vacation pay, an email to an employee you want a second set of eyes on before you send it.
- 3
One or two documents brought current
Updating a policy for a legislative change, tightening a template offer letter, or adding a policy you're now required to have.
- 4
Compliance dates flagged early
Annual policy reviews, required postings, and new legislation coming into force — noticed before they become a problem.
Not Quite Right?
You might be better served by…
Not ready for a monthly plan? There's also a one-time Health Check, ad hoc hourly support at $225/hr, and On Call at $495/mo.
Good To Know
The fine print, answered plainly.
Is there a long-term contract?
No. Every plan is month-to-month, with 30 days' notice to change or cancel. If you want a lower rate, commitment discounts of 5, 10, or 15% are available for 3, 6, or 12 months.
What happens to hours I don't use?
Unused hours carry over one month, up to 20% of your plan. A quiet month is not wasted, but hours do not bank indefinitely.
What if I need more hours in a busy month?
Extra hours beyond your plan are billed at $150 an hour — well below the $225 ad hoc rate.
Can I move between plans?
Yes. With 30 days' notice you can move up when things get busier or down when they settle. Many organizations start on one plan and adjust once they see how they actually use the time.
Is there a way to start smaller?
A Health Check ($750–$1,500) is a good first step. It gives you a clear picture of where you stand, and its cost is credited toward your first month if you go on to start a monthly partnership. The credit is not combinable with prepay discounts.
Are there any other costs?
All prices are in Canadian dollars, plus HST. Most work is done virtually; travel for in-person visits is billed at cost. Founding clients lock their rate for 24 months.
Is this legal advice?
No. Work, Advised. provides HR advisory services, not legal advice, and your organization keeps final decision-making authority. When a situation calls for an employment lawyer, you will be told so plainly.
Is HR Essentials the right place to start?
A free 30-minute introductory call is the easiest way to find out. Tell me a little about your team, and we'll work out together which level of support actually fits.