HR Consulting in Fort Collins & Loveland

If you own or manage a small business in Northern Colorado, the people side probably lands on your desk along with everything else, like a hire who didn't work out or a manager who isn't sure what to say. When it starts to feel like hitting a brick wall with the same problems no matter what you try, outside HR help is worth a conversation.

You don't need to know what that help should look like before you reach out. My first step is a conversation about how your business works and where it keeps getting stuck, and the support I suggest is sized to what I learn, whether that ends up being one project, some hourly help or an ongoing monthly partnership.

Who's behind HRish

I'm Allisha McCartney, Founder & HR Consultant at HRish Solutions, based in Colorado Springs. I bring over 16 years in HR and a bachelor's degree in business management, with a concentration in HR management. You can read more about me on the About page.

HR support for Northern Colorado businesses

Northern Colorado is one of the four areas HRish serves, alongside Colorado Springs, Denver and Pueblo. I keep to businesses of about 150 team members or fewer, and teams of 25 to 100 are my sweet spot, the size where I find owners see the value. Smaller is welcome too, and I enjoy working with owners still getting started or running a team under 15, as well as nonprofits. I can also take on a business with team members in other states, since I have HR experience in all 50 states.

Usually a client starts with one project and moves into more work from there. Others prefer hourly help for one-off questions, or a monthly partnership when they want someone steady in their corner. Whichever you pick, the work is shaped around how you run the business, never a cookie-cutter package.

Day-to-day HR with me runs by phone and video, so a quick policy question doesn't need a visit. Being based in Colorado Springs, I schedule in-person time in Northern Colorado ahead with you for work that goes better in person, like trainings and key meetings at your business or another place you pick.

How hiring in Northern Colorado differs from Denver

The first difference is the pay floor. State law lets a local government, such as a city, county or town, set its own minimum wage for work done inside its borders, and Denver has one. CDLE, the Colorado Department of Labor and Employment, publishes a yearly table of local rates. In October 2026 that table showed Denver's rate above the statewide one, a few other Colorado local governments, and no local rate for Fort Collins, Loveland, Greeley, Windsor, Larimer County or Weld County. For a business in those towns, the statewide minimum generally sets the floor, while work done in Denver generally earns Denver's higher rate. Both rates adjust every year, so the current numbers are worth looking up on CDLE's Division of Labor Standards and Statistics page before you set a wage, and my Colorado wage and hour guide covers the statewide rules.

If someone on your team puts in some of their hours in Denver, for example at a client site or a second location, Denver's rate may apply to the hours worked inside the city, and the state's own wage poster says to use the highest minimum that applies. Denver's rules carve out exceptions, for instance when someone's work inside the city adds up to less than four hours in a week. My Denver page explains the city's rules.

The second difference is where public hiring help comes from. In Denver, CDLE's workforce center list points employers to Denver Workforce, which serves Denver County. Up north, the offices on that list are run through Larimer and Weld counties, including Larimer County Economic & Workforce Development in Fort Collins and the Weld County Workforce Center in Greeley (listed by CDLE as Employment Services of Weld County). Larimer's hiring services for employers include feedback on a job posting, posting positions on Connecting Colorado, help hosting a hiring event and labor market information on wages, competition and demographics. If you're offering a job to someone from outside Northern Colorado, Larimer's "Hire Me. Connect My Partner" service helps that person's partner look for work after the move. Weld's employer services are no-cost and include job matching and referrals, plus an on-site job fair on the third Wednesday of every month. Both counties also list the Northern Colorado Workforce Symposium on their employer pages, and addresses for both are in CDLE's workforce center directory.

Those offices can help you reach applicants and see local pay data. HRish isn't a staffing or recruiting agency; what I build is your hiring process, from job descriptions and interview guides to a 90-day onboarding framework for each new hire. Larimer's wage and salary data for specific occupations can also feed into the pay decisions I help you make.

This isn't legal advice. When a question needs an employment attorney, I'll work with one on your behalf. The local rules on this page were last checked in October 2026.

HR services for Northern Colorado employers

What I do depends on what's in the way. If it's paperwork and rules, my HR Foundations & Compliance work starts after I've learned how you operate. I review your HR policies and documentation, employee files, hiring paperwork and pay practices against the Colorado and federal rules for a business of your size, talk it through with you, and hand over a short, practical ranked list. If it's hiring, Hiring & Onboarding covers the job description, sitting in on or conducting interviews, and the onboarding that follows.

Take one client with high turnover, especially in a new hire's first week or two. I worked with them to refine their hiring and interview process, put a better on-the-job training program in place and build a full 90-day onboarding program. It led to better retention over the long term, fewer people leaving in the first few weeks for "silly" reasons, fewer workplace injuries in the first months on the job, and better performance and customer satisfaction.

When a people problem turns serious, Employee Relations & Engagement is where I step in as a neutral investigator or mediator, and leadership gets a written summary when an investigation closes. Through Training & Development, managers who are new to leading people get training for first-time managers, harassment-prevention training and coaching on handling a difficult conversation. If the bigger question is growth, Workforce Strategy helps you plan the next hires, pay ranges and reporting lines before growth makes the decision for you.

For steady support, Fractional HR gives you experienced HR leadership in one of three monthly blocks of 15, 25 or 40 hours, and if your HR person leaves, I can cover the role on an interim basis and help train whoever you hire. HR Operations Support covers the day-to-day, from HR questions and employee files to leave and HR systems. I don't process payroll, and my part of it is the compliance side, meaning wage and hour rules and help choosing a provider. HRish isn't a PEO, so you remain the employer of your team. If this sounds like your situation, send me a note about what's going on and I'll point you to a first step.