HR Consulting in Pueblo

I work with owners and managers in Pueblo, Pueblo West, Cañon City and the smaller towns around them who want HR that fits the way their business runs. If it feels like you keep hitting a brick wall with the same people problems, no matter what you try, that's a good time to talk.

You don't need a clear picture of what that help looks like yet. I especially enjoy working with owners who know they need support with the people side of the business but don't yet know what that support should be, and figuring that out with you is where I start.

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 Pueblo businesses

Can I let this team member go, and how do I do it properly? Do I need a handbook with only nine people? Why do new hires keep leaving in their first couple of weeks? Questions like these land on owners who already have a business to run, and answering them shouldn't require a big, complicated HR system built for a much larger company.

I work with businesses of up to roughly 150 team members, and the range where owners tend to see the value is 25 to 100. Smaller teams are just as welcome. I love working with owners who are just starting out or have fewer than 15 people, and I work with nonprofits as well. If some of your team members work outside Colorado, that's fine too, since I've handled HR in all 50 states.

If you're comparing HR companies and consultants in Pueblo, it helps to know up front how I work. Every engagement starts with a conversation about how your business runs and what's getting in the way. After that, the work can be a single project with a clear finish line, hourly help when questions come up, or a monthly partnership for steady support, and it usually starts with one project and grows from there.

What's different about HR in Pueblo

Colorado lets cities, counties and towns set their own minimum wage, and a few have done so. The Colorado Department of Labor and Employment (CDLE) keeps a yearly table of those local rates, and when I checked it in October 2026 it listed local rates for Denver, the City of Edgewater and a couple of other local governments, with none for Pueblo, Pueblo West or Cañon City. For a Pueblo-area employer, that generally means the statewide minimum is the floor. It adjusts every year, so check the current figure on CDLE's minimum wage table rather than relying on last year's. For the statewide pay rules, see my guide to Colorado wage and hour laws.

Under state law, a local minimum wage covers people who work four or more hours a week inside that city or county, so if someone on your payroll spends part of the week working in Denver, Denver's higher local rate may apply to those hours, and the state's guidance is to follow whichever applicable minimum is highest.

For hiring, the area has two state workforce centers: the Pueblo Workforce Center at 1045 W 6th Street and the Cañon City Workforce Center at 248 Dozier Avenue, both part of the Workforce Colorado Rural Alliance. CDLE says their Business Services Representatives can connect employers with funding and training opportunities and help them recruit, hire and keep skilled talent. The Alliance lists no-cost services for employers, including job postings on Connecting Colorado, hiring events and job fairs, local wage and commuter data, employer workshops and work-based learning. Addresses and hours are in CDLE's workforce center directory.

A workforce center can widen the pool of applicants you hear from. My part is the process around it: clear job descriptions and postings, interview guides that keep every candidate's interview consistent, and onboarding that carries a new hire through the first 90 days. I don't work as a recruiting or staffing agency, so the workforce center and I do different jobs. The wage and commuter data the Alliance offers can feed into the pay ranges I create with you.

I'm based in Colorado Springs, and I'll come to your workplace or another spot you choose for things like trainings and leadership meetings. Most day-to-day HR, from policy questions to manager coaching, happens by phone and video.

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 Pueblo employers

On the compliance side, I look at what you already have once I've learned how your business works, then give you a short, practical ranked list of what to fix first. That can lead to a new or trimmed-down handbook, clear policies and a compliance calendar, all part of my HR Foundations & Compliance work. Hiring help, from job descriptions to a 90-day onboarding plan, lives under Hiring & Onboarding.

Pay is a good example of how the planning side works. One client was struggling to attract qualified applicants, and a wage analysis showed their pay wasn't competitive for the market, with no way to earn more after being hired. I helped them create competitive pay ranges for every position and a clear, measurable annual review process, and hiring got easier while more people stayed. That kind of work sits under Workforce Strategy.

When a people problem gets serious, such as a complaint, a conflict between team members or a termination that needs careful handling, I can act as a neutral investigator or mediator, in person or by video. An investigation ends with a written summary for leadership, and a mediation usually ends with a written agreement or plan that everyone signs. Both are part of my Employee Relations & Engagement support. For managers, Training & Development covers first-time manager training, coaching for difficult conversations and harassment-prevention training. Colorado has no certified harassment-prevention course, and my sessions follow federal and most state guidelines.

If you'd like someone in the HR seat on a regular basis, Fractional HR gives you a set number of hours a month, right now 15, 25 or 40, and I can also cover as interim HR lead while you hire a permanent one. Day-to-day questions, leave tracking, employee files and HR systems fall under HR Operations Support. I don't process payroll; my part is the HR side of it, such as wage and hour compliance and help picking a payroll provider. HRish isn't a PEO either, so you stay the employer and keep your own providers. Send me a note about what's happening and I'll suggest a starting point.