Fractional HR leadership for Chicago companies

Paid leave for all workers, city-level paid leave ordinances, day and temporary labour rules, and an expanded human rights framework all arrived within a short window. Each one changes something an existing handbook already says, and most handbooks were never revisited.

We reconcile what your policies promise with what the law now requires, then fix the small number of documents that actually carry risk — the handbook sections, the leave process and the manager scripts — rather than issuing a new manual every year.

Illinois' biometric privacy law covers fingerprint and facial-recognition timekeeping, and it has produced a steady stream of claims from exactly the businesses that thought they had a normal punch clock. Written consent, a retention policy and a published schedule are the difference between a piece of equipment and a liability.

We audit the timekeeping and access systems in use across sites, put the consent and retention documents in place, and check the vendors' contractual positions.

A Chicago head office with a plant in Indiana, a distribution centre in Wisconsin and a sales team across three states is four employment relationships, not one. Supervisors in each location interpret the same policy differently because nobody trained them to interpret it at all.

We build a single framework both sides can live with: consistent expectations, clear escalation, documented discipline, and supervisors who can hold the conversation before it becomes an incident.