How much does HR consulting cost for a small business?

Quick HR Solutions offers ongoing monthly plans and hourly project work, and current rates are posted on the pricing page. Monthly plans are month-to-month with no long-term contract, and projects like handbooks or compliance check-ups can be billed hourly.

At what size does a small business need HR help?

There is no magic number, but several federal laws begin to apply at 15 and 20 employees, and more apply at 50. Many owners feel the strain somewhere around 20 people, when hiring, policies, and employee issues start taking real time every week.

Do you work with businesses that have fewer than 20 employees?

Yes. Most clients have about 15 to 80 employees. Smaller businesses often start with a single project or a document template and add more support as they grow.

What does a small business HR check-up cover?

Typically hiring paperwork such as I-9s and new-hire reporting, employee classification, the employee handbook, pay practices, personnel files, and how performance problems are documented. You get a clear list of what is in good shape and what to fix first.

Do you only work with businesses in Dallas-Fort Worth?

No. Dallas-Fort Worth is home base, and in-person meetings happen there when they help. John also works with owners across Texas and virtually anywhere in the United States.

Small business HR · Dallas–Fort Worth

HR consulting for small businesses in Dallas-Fort Worth

For small to mid-market companies, about 15 to 80 people. I’m based in Waxahachie and meet around Dallas–Fort Worth when it helps. The same senior HR is available by phone and video anywhere in the US. Remote HR support.

Small business HR in Texas sits in an awkward spot. You're big enough that mistakes cost real money, but not big enough to justify a full-time HR person. So HR lands on the owner, the office manager, or whoever is willing to take it. If that's you, this page is for you.

I'm John Singleton, SHRM-CP, owner of Quick HR Solutions. I work directly with small businesses across Dallas-Fort Worth, usually companies with about 20 to 80 employees, on one-time HR projects and ongoing fractional support. Below is how I would think about where to start.

What changes as your headcount grows

Many employment laws apply based on how many people you employ, which is why HR tends to sneak up on growing businesses. Here are some common federal thresholds, in general terms:

15 employees. Title VII of the Civil Rights Act and the Americans with Disabilities Act generally apply. The Texas Labor Code's employment discrimination rules also generally apply at 15.
20 employees. The Age Discrimination in Employment Act and federal COBRA continuation coverage generally apply.
50 employees. FMLA leave generally applies when you have 50 or more employees within 75 miles, and the Affordable Care Act's employer requirements generally apply at 50 full-time employees, including full-time equivalents.
100 employees. Many private employers must file an annual EEO-1 report.

Counting rules differ from law to law, so treat this as a map rather than a verdict, and confirm the details for your company with an employment attorney. The point is simple: the step from 15 to 50 people brings real new obligations, and it helps to see them coming.

Texas basics every small employer should have covered

Texas has fewer state-specific employment rules than some states, but the ones it has matter, and they are easy to miss when you're busy:

At-will employment. Texas is an at-will state, but that doesn't remove the need for fair process and good documentation. Here is more on at-will employment in Texas.
The Texas Payday Law. Nonexempt employees must generally be paid at least twice a month, and exempt employees at least once a month. Final pay has its own deadlines: generally within six calendar days after a termination, and by the next regular payday after a resignation. More in my post on the Texas Payday Law.
New-hire reporting. New hires and rehires must be reported to the Texas Attorney General within 20 calendar days of the date they start earning wages. Here's a plain-English guide to Texas new-hire reporting.
Form I-9. Every new employee needs a completed I-9, with the employer's section finished within three business days of the start date.
Classification. Salaried doesn't automatically mean exempt, and a 1099 doesn't automatically make someone a contractor.

A sensible order for tackling small business HR

When everything feels urgent, order helps. This is the sequence I usually recommend:

Get the hiring paperwork right. Offer letters, I-9s, W-4s, and the new-hire report, all on one checklist with one person responsible.
Classify every role correctly. Exempt or hourly, employee or contractor.
Write or update the handbook. One that reflects how you actually operate, in your voice.
Set up simple performance conversations. Regular check-ins and documentation, so problems don't go unaddressed until they become terminations.
Build pay ranges. So pay decisions are consistent and easier to explain.
Pick HR systems that fit your size. Enough structure to keep records clean, without paying for software you won't use.

One-time projects or ongoing support

You don't need a monthly plan to get help. Many small businesses start with a single project, such as a handbook, a compliance check-up, a hiring process, a pay structure, or one tough employee situation. Others want ongoing fractional HR, a set number of senior hours each month, month-to-month with no long-term contract. Pricing for both is posted on the site.

If you only need a document, the site also offers handbook, offer letter, and written warning templates built from your answers and delivered as editable Word files. Have an attorney review any document before you use it.

One senior person, close to home

Larger HR firms and PEOs have their place. With Quick HR Solutions, you get one senior person who learns your business, answers the phone, and cares how things turn out. I'm based in Waxahachie and work with small businesses across the Metroplex, in person when it helps and by phone and video the rest of the time.

Frequently asked questions

How much does HR consulting cost for a small business?: Quick HR Solutions offers ongoing monthly plans and hourly project work, and current rates are posted on the pricing page. Monthly plans are month-to-month with no long-term contract, and projects like handbooks or compliance check-ups can be billed hourly.
At what size does a small business need HR help?: There is no magic number, but several federal laws begin to apply at 15 and 20 employees, and more apply at 50. Many owners feel the strain somewhere around 20 people, when hiring, policies, and employee issues start taking real time every week.
Do you work with businesses that have fewer than 20 employees?: Yes. Most clients have about 15 to 80 employees. Smaller businesses often start with a single project or a document template and add more support as they grow.
What does a small business HR check-up cover?: Typically hiring paperwork such as I-9s and new-hire reporting, employee classification, the employee handbook, pay practices, personnel files, and how performance problems are documented. You get a clear list of what is in good shape and what to fix first.
Do you only work with businesses in Dallas-Fort Worth?: No. Dallas-Fort Worth is home base, and in-person meetings happen there when they help. John also works with owners across Texas and virtually anywhere in the United States.

Not sure where to start? Start with a conversation.

Use the contact form to tell me a little about your business. I'll reply the same business day to set up a free 15-minute consultation, and you'll leave with a clear first step.

Get in touch

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