Luman Group is 20 years of real HR and employment-defense work — defending charges, running terminations, surviving audits — packaged into tools a business without an HR department can actually use. The judgment is the product.
Doesn’t know your state, your situation, or what holds up when it’s challenged. It’s a starting point pretending to be an answer.
Runs payroll and tracks PTO. It won’t tell you whether this termination is a lawsuit or whether that “manager” is owed overtime.
The right call for a real fight — and $350 an hour for a form you needed last week. Overkill for the everyday.
How a handshake becomes a $14,000 overtime bill. The cheapest option until the day it’s the most expensive one.
You can’t justify a six-figure HR executive. You also can’t afford to guess. Luman closes that gap — two decades of executive HR and employment-defense experience, distilled into tools, kits, and on-call support priced for businesses that don’t have an HR department.
Every product is written for owners and managers, not lawyers — plain language, built around the at-will framework used in nearly every state (Montana is the exception), and kept current as the law moves. You get the judgment without the salary.
Every kit traces back to actual work — a real EEOC charge defended, a real audit survived, a real termination that could have gone wrong and didn’t. That’s why the language holds up when someone with a badge or a lawyer starts asking questions.
It’s the difference between a document that looks right and one that was built by someone who has watched the wrong document blow up.
HR executive. Business operator. On your side.
I’ve spent more than 20 years making work better for the people who do it and easier for the people who run it.
I’m an HR executive, and I’m also an operator. That mix is the heart of Luman Group. I’ve led HR at the top of large companies. I’ve also run businesses where every hire and every payroll came out of my own pocket. So when I give you advice, I’m thinking about your people and your bottom line at the same time, because I’ve had to.
My career has taken me through retail, hospitality, entertainment, healthcare, and senior living, at companies like Federated and Luxottica. I led the people side of a company with 139 senior living communities, where getting frontline staffing right meant residents got the care they needed. I’ve sat across the bargaining table from unions. Today I also co-own and run a healthcare staffing and training company, so I live the same hiring and compliance headaches my clients do.
What I care about most is the whole employee life cycle. That means how people are found and hired, and how they’re welcomed on day one. It means how they’re paid and supported, how they grow, and how they leave with their dignity intact. When each of those moments is handled with care, people stay, and the business does better because of it.
Most businesses don’t need a full-time Chief HR Officer. They need one for the moments that matter: a big hire, a hard employee issue, a compliance question that keeps you up at night, or a plan to grow. That’s what a fractional CHRO does. You get senior HR judgment without a senior HR salary.
I also build practical tools for small business owners. One of them is the Family Caregiver Hire-in-a-Box, for families who want to pay someone they love to care for them, the right way. The idea behind all of it is the same: you shouldn’t need an HR department to get this right.
If you’re carrying a people problem by yourself, let’s talk. I’ll listen first.
SPHR · 20+ years in HR leadership · Monmouth County, New Jersey
Start with the tools, lean on us when it counts, or hand the whole function over. Whatever fits where you are.