Healthcare, senior living, home care, hospitality, retail. When your business runs on shift workers, HR means turnover, overtime, scheduling, and the 6 a.m. call-out. I've led HR for these teams for 20 years, including 139 senior living communities, and I co-own a healthcare staffing company today. I'll run your HR function for a fraction of what a full-time CHRO costs.
Book a 60-minute call →Most HR advice was written for office jobs.
Hourly, shift-based teams carry the most HR risk there is: overtime, breaks, call-outs, schedule changes and hiring that never stops. New Jersey makes it harder. Discrimination law covers you at one employee, not fifteen. Paid sick leave applies to every employer. Contractors are presumed employees until you prove otherwise. And underpaying someone can cost you triple what you owed. A generic handbook doesn't just fail here — it creates exposure.
The landmines I find when I walk into a care community, clinic, restaurant or store running on good intentions.
A full-time HR manager in New Jersey runs $80,000–$110,000 loaded — a true CHRO, far more. Defending one employment claim routinely runs into the tens of thousands, even when you win. This starts at $6,000 a year. One avoided misclassification pays for it several times over. So does keeping two frontline workers you would have lost.
Most fractional HR firms make you book a call to learn the number. I'd rather you know first.
Bigger or one-off needs? Project-based engagements are available — let's talk. Full detail lives on the HR On Call page.
Find out why your people leave before you spend another dollar replacing them. Send me your exit interviews, survey comments and online employee reviews. I read every one and tell you what is really driving turnover, by role, shift and location.
I'd rather lose a call than take a company I'm wrong for. Read both columns honestly.
Based in Monmouth County. Working across New Jersey.
Central New Jersey means I can sit in your conference room in Red Bank, Freehold, Middletown or Toms River when a situation calls for it — and most do, at least once. I work statewide, from Bergen and Essex through Mercer, Middlesex and the shore counties, and remotely with NJ employers who'd rather do everything by phone. Team spread across NJ, New York and Pennsylvania? Normal here. I'll handle the overlap.
A full-time HR manager in New Jersey costs $80,000 to $110,000 loaded, before the desk, software and the risk you hired wrong. Fractional HR is $18,000 a year, from a 20-year executive rather than a coordinator — fewer hours, far more seniority.
I flag it before you hit the ceiling — no surprise invoices. You pay the extra at your member rate, or move up a tier if it's the new pattern. Months spike around a termination and settle back. That's expected.
Actually local. I'm in Monmouth County, working with New Jersey employers directly. Pay transparency, earned sick leave, the ABC test and NJLAD are state-specific rules national providers handle generically and often wrongly. I can also be on site when a situation needs someone in the room.
No. Payroll processes payroll; a PEO handles benefits and admin. Neither tells you whether this termination is a lawsuit, whether your "manager" is owed overtime, or how to answer the complaint that just landed. I'm the judgment layer over whatever you have.
That's fine. Handbook rebuilds, classification audits, comp reviews and workplace investigations all run as standalone projects. Tell me what you need and I'll quote it — no retainer required.
No — it's HR guidance from a 20-year executive. When a matter needs an attorney, I say so plainly and refer you to vetted New Jersey employment counsel. Knowing where that line sits is much of what you're paying for.
An hour, no charge. Tell me what's going on and I'll tell you straight whether you need a retainer, an audit, a project, or just a template.
Book a call with Meghan →Grab an hour with Meghan directly — no email back-and-forth.