We were referred to a family office that was seeking to professionalize its human resources function. Historically, the accounting and tax team within the family office had also been responsible for managing all HR-related duties. This arrangement, while perhaps expedient in the early stages, was no longer sustainable as the family office grew in complexity and size. We were selected as their outsourced HR partner to establish a dedicated, professional HR framework that would support the office’s evolving needs, ensure compliance, and optimize talent management.

What We Did

To optimize human resources functions and ensure operational efficiency, we implemented several key initiatives:

  • Structured Onboarding Process: We developed and introduced a comprehensive, structured onboarding process for all new hires. This initiative aimed to standardize the initial employee experience, ensuring a consistent and supportive introduction to the organization’s culture, policies, and workflows. The process included detailed orientation sessions, integration plans with relevant teams, and regular check-ins to facilitate a smooth transition for new employees.
  • Streamlined HR Partnerships: We significantly streamlined our HR vendor relationships, reducing the overall number of external partners. This consolidation was critical for ensuring stronger integrations between various HR systems and services, leading to more consistent practices across all entities within the family office. By working with fewer, more strategic partners, we enhanced collaboration, improved service delivery, and gained greater oversight of HR-related expenditures.
  • Partnership with Accounting Team: We established a robust partnership with the accounting team to ensure accurate record-keeping of all people-related costs. This collaboration was essential for precise budget forecasting and strategic financial planning. By integrating HR data with financial records, we gained a clearer understanding of workforce expenditures, enabling better resource allocation and more informed decision-making regarding human capital investments.

The Result


The family office has a highly efficient and modern HR function designed to appeal to and secure top-tier corporate talent. This strategic alignment ensures that the HR practices, benefits, and overall employee experience are competitive with leading corporate environments, thereby enhancing the family office’s ability to attract, recruit, and retain highly skilled professionals for their team.

Architects and Engineers

A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.
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A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.
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