Frequently Asked Questions
-
I work with small and growing businesses that need practical HR support but aren't ready for, or don't need, a full-time HR department. Many of my clients are owners and managers handling HR on top of everything else. Others have an HR person who needs a second set of eyes or extra capacity for a big project.
-
Lewter HRC is based in Aurora, Colorado. I work with employers in Colorado and in other states. Employment laws vary by state, so I always ask where your employees work, including remote employees, and tailor the guidance to the rules that apply to you.
-
Both. Most consultations and working sessions happen via video call, keeping things efficient and flexible for your schedule. We can deliver training virtually or in person, and arrange on-site support when a project calls for it.
-
No. I'm an HR consultant, not a lawyer, and my guidance reflects HR best practices, not legal advice. For situations with real legal risk, such as a contested termination, a discrimination complaint, or a wage claim, I'll recommend involving an employment attorney. I'm happy to work alongside your attorney when that's the right call.
-
I help with employee handbooks, compliance and policy reviews, recruiting and hiring, performance management and terminations, executive coaching, change management, training and development, and pay equity benchmarking. I also offer ongoing HR advisory for businesses that want a go-to resource for day-to-day questions. View all services.
Getting started
-
It depends on the kind of support you need. Defined projects, like an employee handbook, are usually quoted as a flat fee based on your company's size and needs. As-needed advisory is billed hourly. Monthly retainers give you a set number of hours each month at a discounted rate. I'll share pricing during the free consultation or in a written quote, so you know the cost before any work begins.
-
Choose a monthly tier with a set number of advisory hours, and use them for questions, guidance, employee relations support, and policy input. You can also apply them to project work. Retainers have a three-month minimum, and after that, you can change tiers or end the retainer with 30 days' notice. Unused hours don't roll over, so we'll pick the tier that fits how much support you expect to need.
-
It depends on the scope and how quickly you can gather the information on your end. A focused policy review may take a few weeks, while a full handbook or a change management project takes longer. I'll include a timeline in your quote and keep you posted if anything changes.
-
Yes. HR work often involves sensitive information, such as employee records, disciplinary matters, and pay data. I keep it confidential and use it only to do the work you've hired me for, unless the law requires otherwise. That commitment continues after our work together ends.
-
You do. Once you pay your invoice in full, you can use and update the final documents created for your business.
-
You can read them on the Terms & Conditions page, which covers payment, cancellation, and confidentiality.
-
Working with Lewter HRC
-
It's a no-pressure conversation to get to know each other. We'll talk about your business, your team, and what prompted you to reach out, and I'll explain how I can help. Together, we'll decide whether Lewter HRC is the right fit. The call is for discovery, so I won't give specific HR advice. If you leave with a clear sense of next steps, it did its job.
-
Book a 50-minute paid consultation. Bring one specific HR question, and you'll leave with practical guidance you can act on, with no ongoing commitment. You can upload any documents you'd like me to review when you book.
-
Both. Many clients start with a single project, like a new employee handbook or a policy review. Others prefer ongoing HR advisory, either as needed or through a monthly retainer, so they have someone to call when questions come up. If you're not sure which fits, we'll sort it out during the free consultation.
-
For the free consultation, just a few minutes to fill out a short form about your business. Once we begin a project, I'll send an intake form that asks what the project needs, such as your current handbook, where your employees work, or details about the role you're hiring for. If you don't have everything ready, that's OK. We'll fill in the gaps together.