If you run a Connecticut business with somewhere between 10 and 75 people and nobody whose actual job is HR, this page is written for you. It covers what HR consulting costs here, which Connecticut rules already reach a company your size, and how to tell whether you need help at all.
This work is built for manufacturers, contractors, restaurants, retailers, medical and dental practices, and professional firms across Connecticut. The common thread is size, not industry. Somewhere past 10 people the handbook someone downloaded stops fitting, a good employee becomes a first-time manager with no training, and compliance turns from a vague worry into a real exposure.
I'm Erin Glover, SHRM-SCP. I spent thirteen years in-house before starting Glover & Co., at startups, mid-sized companies, and a Fortune 100 insurer, and I've supported employees in all fifty states. I work from Newington, which puts most of Greater Hartford within a half hour, and I take on companies anywhere in the state.
Greater Hartford: Newington, Wethersfield, Rocky Hill, Berlin, New Britain, West Hartford, Hartford, Glastonbury, Manchester, Farmington, Avon, Simsbury, Bloomfield, Windsor, Middletown and Cromwell.
Statewide: New Haven County, the shoreline, Fairfield County, the Naugatuck Valley and eastern Connecticut, mostly by video with on-site days when the work calls for them.
Most firms make you call to find out. My fees are flat, transparent, and the same for every client, so here they are.
| Service | What it is | Fee |
|---|---|---|
| The Readiness Read | A short, structured diagnosis of where the real trouble lives, with a written recommendation you keep whether or not we go further. | $3,000 flat |
| The Foundation | The build: roles and reporting, policies that fit how you actually work, a Connecticut compliance baseline, and first-time manager readiness. Done alongside you over about five weeks. | $5,000 a month, 90-day minimum |
| Fractional People Partner | A senior HR partner two scheduled business days a month, on call in between, with the full Concierge library included. | $5,000 a month, 3-month minimum |
| Working Sessions | Sixty minutes with me when one question outgrows a template. | $250 a session |
| The Concierge | The tool library on subscription: triage, documentation builders, the Role Library, and one live hour with me each month. | $149 a month, or $1,490 a year |
For comparison, a full-time HR manager with the breadth to be a department of one costs a small Connecticut employer roughly $105,000 to $145,000 a year once payroll taxes and benefits are added, based on BLS wage data for Connecticut and BLS employer cost data for establishments under 50 workers. The full math is on the fractional page. Whether you need that seat yet is a fair question, and the honest answer for many 30-person companies is not yet.
Federal law mostly leaves small employers alone until 50 people. Connecticut does not wait that long.
Educational, not legal advice. Each of these has details and exceptions, and the right answer for your company depends on facts I don't have yet. That is what the first conversation is for.
Not every company does. These are the signs I see most often in the ones that do.
They were promoted because they were good at the work, and now they're handling a performance problem alone with no training and no documentation. The first one of these usually goes fine. The second one is where companies get sued.
It was downloaded, or borrowed from a friend's company in another state, and it has never been read against Connecticut law. It may promise things you don't do and skip things the state requires.
Every leave request, every pay question, every "can I talk to you about someone" lands on the owner's desk. That is time you're not spending on the business, and it is judgment calls made without a second opinion.
From the Connecticut Department of Labor, CHRO, or a lawyer. Reaching out at this point is later than ideal but far from too late, and the first thing I'll do is help you understand what you're actually looking at.
Not sure? The HR Fit Check is free, takes ten questions, and tells you honestly what shape of support fits your headcount and state. Sometimes the answer is less than you feared.
It depends on the shape of the work. At Glover & Co., a one-time diagnostic (The Readiness Read) is $3,000 flat. Ongoing fractional HR support is $5,000 a month with a three-month minimum. A single working session is $250, and the Concierge tool library is $149 a month. Every fee is flat and stated before we start, so you know the number in advance and it doesn't move.
It needs HR structure, which is different from an HR department. At 20 people you are past the threshold for mandatory harassment training, paid sick leave, Connecticut FMLA, pay transparency in postings, and Paid Leave contributions. Somebody has to own those. It does not have to be a full-time hire, and for most companies this size it shouldn't be yet.
Fractional HR is a senior HR person working for your company part of the time, making judgment calls as if they were on staff. A PEO is a co-employment arrangement that runs payroll and benefits through its own entity; it handles transactions well and rarely handles a difficult manager or a reorganization. A company can keep its payroll provider or PEO and add fractional support for the judgment layer; the two are not in competition.
I'm based in Newington and work in person across Greater Hartford: Wethersfield, Rocky Hill, Berlin, New Britain, West Hartford, Glastonbury, Manchester, Farmington, Avon, Simsbury and the surrounding towns. I work with companies statewide, including New Haven, the shoreline and Fairfield County, mostly by video with on-site days as needed.
Yes. I've supported employees in all fifty states and the local rules beneath them, so a Connecticut company with people in Massachusetts, New York or Florida is a normal engagement, not a special one.
You tell me what's going on and I ask questions. There is no pitch. If the honest read is that you need less than you feared, I'll say so, and you'll leave with a clearer picture either way. Email erin@gloverco.ai and we'll find a time.
Real HR structure for a Connecticut business that has never had it, without the cost of a department.
Write to erin@gloverco.ai with a sentence or two about your company. I read every one myself.