HR isn’t a department.
It’s a business partner.
I'm Jaime, a fractional HR partner for growth-minded small business owners who care about their people and are building something long-term. I handle the people side so you can lead, using my MEET method, not a faceless PEO playbook.
Over 20 years in HR, including leadership roles at OrthoNebraska and Conagra Brands.
What changes when you stop doing HR alone?
Protected. Your compliance gaps get found and closed before they cost you, one audit caught issues worth up to $25,250 in avoided fines.
Your time back. The hiring, the reviews, the hard conversations, handled, so you can run your business.
A stronger team. Your people get cared for and your managers get developed, so good employees stay.
Most owners aren’t sure they’r doing this right.
Most small business owners are either handling HR themselves or have handed it to an office manager or accountant who never signed up for it. Either way, there's a quiet worry: "Am I compliant? Am I sitting on a risk I can't see?"
That worry is real. But the paperwork and policies aren't where the risk actually lives. The risk lives in people decisions made too late, without context, and without the confidence you're doing it right. And every hour you spend on people-admin is an hour you're not leading the business you built.
Not a hotline. A partner who knows your business.
Many owners come to me worried something's been missed. That's the starting point, not the goal.
Most HR firms stop at policies, compliance, and process.
I go further: I help you make better people decisions, earlier, in line with where your business is going. Because people decisions are business decisions.
With over 20 years in HR, including HR leadership at OrthoNebraska and Conagra Brands, I've seen what the people side can do to a company. Now I bring that to small business owners who can't justify a full-time HR hire but deserve more than a faceless PEO.
The rules just changed, and most owners haven’t caught up.
Nebraska's employment landscape shifted this year. The Healthy Families and Workplaces Act now requires paid sick time, with different rules under 20 employees versus 20 and over, and the minimum wage stepped up again in January. Most owners either don't know these apply to them, or assume their handbook covers it. It usually doesn't. Part of my job is making sure the things that quietly changed underneath you don't become the thing that bites you.
Every decision is built around your business, not a playbook.
I don’t rely on generic best practices. I use a simply method to guide better people decisions in real time, the M.E.E.T. method:
Map the reality of your business.
Earn trust by getting involved early.
Express the real problem clearly.
Tailor the solution with you.
So, when you’ve got a hard people decision in front of you, I’m not the yes-man who tells you what you want to hear, and I’m not the brick wall who slows everything down. I help you get the right call, not the reactive one.
Senior HR Support. No full-time salary.
Someone who knows your people by name. Compliance handled, risk reduced.
Leaders who get developed through Leader-C.A.R.E. Your time back.
Compliance & Risk: An in-depth audit caught critical gaps in employee forms and helped a client avoid up to $25,250 in fines.
Benefit Savings: A benefits review and a switch to the Nebraska Association of the Midlands Trust Plan saved a client a recurring $30,000 a year.
Retention: A leadership development program that helped keep turnover below the industry average through the Great Resignation.
Where to Start
Step 0 — Partnership Exploration Call (free). A 30-minute conversation to see if we're a fit and whether I have capacity. No pitch.
Step 1 — The People Audit. Where every partnership begins. In about a week I review your files, compliance, and people-decision gaps, and you get a clear written analysis. If you don't walk away with that clarity, it's refunded.
Step 2 — Close the gaps. I handle what the audit surfaced so your foundation is protected.
Step 3 — Ongoing partnership. I become your embedded fractional HR partner.
A PEO gives you a playbook. I give you me.
A PEO gives you co-employment, a playbook, and a hotline where whoever picks up doesn't know your business. A full-time hire is a salary you can't yet justify. I'm the third option: an embedded partner who knows your people by name. If you're building to scale fast and sell, a PEO is probably fine. If you're building something long-term and your people matter, you want a partner.
FAQs
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The partnership is $2,500/month for businesses up to about 20 employees. Everything starts with a People Audit ($2,000), refunded if you don't get a clear picture of where you stand.
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Because I can't partner well with a business I haven't mapped.
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No. No co-employment, no playbook, no hotline.
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The exploration call is 30 minutes. The audit needs a little access to your records and a short self-assessment; most of the work is mine.
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Roughly 10–25 employees, within about 200 miles of the Omaha area.