You've seen the HR portal before — a login, a shelf of PDFs, a chatbot that answers like a form letter. This is the other thing: every Glover & Co. skill at its current version, working in the AI you already use, and me — every month, and at every point where a tool says "this needs a person."
Each tool is built from thirteen years of doing this in-house, so what you produce is the same thing I would have written. The tools answer at two in the morning. I show up when it matters.
Ten founding seats are open at $99 a month — that rate is held for the life of the subscription.
Every membership includes The Open Hour — one live hour with me, every month.
The wage or wage range and a benefits description go in the posting itself — for every employer, no exceptions. Start with the free ten-step checklist; the full kit is included with your membership.
Members get every addition at no change in price. Both of these are in the hub now.
The first ninety days, run as a sequence instead of a folder.
Picks up where a signed offer leaves off and carries the leader — not the new hire — through the week before, day one, the first weeks, and a real close-out at ninety. Every dated obligation is computed from the start date and lit on a rail, so the ones that get discovered late stop getting discovered late.
Everything a posting needs before October 1.
The plain-English guide, a wage range worksheet that produces your good-faith record, copy-paste posting language, a benefits builder, and a Claude Project Kit that reviews your postings for you. It sells for $79 in the shop and is included with your membership.
Next in the queue: a turnover cost calculator, and the Season Ramp Planner coming out of preview — it plans the season that All Aboard then runs each hire inside.
Most owner-run businesses don't need a full HR department. They need the right words in the right document on a Tuesday afternoon, and they need to know the document won't come back to bite them.
So the Concierge isn't a template folder and it isn't a chatbot pointed at an employment law PDF. It's the sequence of questions I'd ask you if you called — what happened, what's already been said, what you've done for someone else in the same spot — turned into tools that produce the document at the end of it.
The judgment is the product. The tool is how it gets to you at two in the morning without an invoice attached.
You're not paying senior rates for me to retype what I already know.
Every tool ends in something you can print, sign, or hand to a manager.
The front door. Describe what's happening in plain language and it routes you — to the right tool, the right sequence, or straight to counsel when the situation calls for a lawyer rather than a form.
Performance improvement plans that hold up. Measurable expectations, a real timeline, defined support, and a stated consequence — built in the order that keeps the document defensible instead of decorative.
For the situation that isn't discipline yet and shouldn't be. Structures the conversation, the follow-through, and the record — so a first-time manager can run it without making it worse.
Specific, credible recognition in about thirty seconds. The kind that names the actual behavior instead of thanking someone for their hard work — which is the version people remember.
Job descriptions that become your org chart. Define a role once and it stays — versioned, current, and connected to who reports to whom. Built up through normal hiring rather than a project you have to schedule.
The hub holds the full library, your saved work, the monthly note, the date and link for the next Open Hour, and the booking link for a working session when you want one. New tools appear there the day they ship.
The library grows. Alongside the day-one tools above, the hub holds All Aboard for a new hire's first ninety days, a written warning builder, the CT Pay Transparency Kit, and the Season Ramp Planner — which schedules a whole seasonal hiring ramp backward from opening day, starting with calls to the people who worked it last year. Members get every addition at no change in price.
And every skill from Erin's Skill Store, always current. Steady Habits, The Leadership Journey, All Aboard, and the Written Warning Builder install in the AI you already use. Store buyers own the version they bought; members hold the current version of all four, re-verified as Connecticut law moves.
A job description is a structural record. A job posting is just one rendering of it — and most businesses only ever produce the posting, which is why nobody can answer who actually owns this two years later.
The Role Library keeps the record. Every role you define through normal hiring gets versioned and dated, holds its place in the reporting structure, and stays put when someone leaves. Exports carry a date stamp, so you always know how current the picture is.
At Concierge level you can build out owners and their direct reports — the layer where most owner-run businesses actually live. Depth beyond that opens up inside an engagement, because that's the point where structure stops being a document problem and starts being a design one.
Most clients don't set out to build an org chart. They just hire five times, and find they have one.
Every tool in the library has a point where it hands the situation back. Knowing where that line sits is most of what makes them safe to use.
This isn't a limitation I'm apologizing for — it's the design. A tool that never says stop is a tool that will eventually help you write something you can't take back. When you hit one of these, the escalation is right there: a working session at $250, or a conversation about whether the underlying structure is what needs fixing.
The Open Hour and the ranger — the pieces of this that aren't tools.
Sixty minutes, the second Wednesday of every month at noon Eastern. Everyone on the same call, cameras optional. The link lives in the hub, and the date goes out with the monthly note.
The library runs at two in the morning. I don't. So once a month there's an hour where the Concierge has a person in it — no agenda beyond what members bring.
Bring the thing you're stuck on. A document you drafted and want a second read on. A manager conversation you're dreading. A question you'd feel silly paying someone to answer. Most of what lands on an owner's desk isn't rare — it only feels rare when it's yours, and the fastest cure for that is hearing four other people ask a version of the same thing.
General questions — the kind where the answer is useful to everyone listening. Included in every membership, at every tier, at no additional charge.
It's a group call, so it isn't the place for a named employee, a live investigation, or anything you'd want kept between us. That's a working session: one to one, your documents, confidential, $250.
Live only. Nothing is recorded — which is the whole reason people ask the real question.
The skills mark the places where the trail gets genuinely hard — a conversation that could go wrong, a map line that needs judgment. For members, those ranger stations aren't a wall: bring the situation to me from right where the skill stopped, and you get a written reply from a person who has walked that stretch for thirteen years. Not a ticket queue. A ranger who knows your mountain.
The library is reviewed every quarter against current employment law, across every state members operate in. A stated cadence I can keep — not a claim of real-time monitoring that nobody can honestly make.
Access and account questions get an answer within three business days. Working sessions are booked within a week. If something needs a faster answer than that, it probably needs a session.
Everything here was built by Erin Glover, SHRM-SCP — thirteen years of in-house HR across manufacturing, high-growth lending, and Fortune 500 insurance. Not licensed, not white-labeled.
Access opens the moment payment clears. Nothing to schedule, nothing to wait for.
Already a member?
Sign in to the hub →Not legal advice. Glover & Co. provides human resources guidance, not legal counsel — in every tool, without exception. When a situation needs a lawyer, the tool says so and stops.
Included, not free. The Concierge is included at no additional charge inside paid engagements — one month with a Readiness Read, two months with the Foundation, and ongoing with a retainer.
The Open Hour. One hour on the second Wednesday of each month, live and group format, included at every tier. It isn't recorded, and because other members are on the call it isn't confidential — anything specific to a named employee belongs in a working session. The link lives in the hub; if a month's date has to move, members get the new one with the monthly note.
Not included: payroll, benefits administration, recruiting delivery, and legal representation.
Cancellation. Cancel anytime from the hub. Access runs through the end of the period you've paid for; work you've already produced is yours to keep.