Outsourced HR Services for Day-to-Day HR Support

Most small businesses don't need a full HR team. They need someone to call when a manager asks, "Can I put that in a write-up?" or a team member wants to know how their sick leave works. That's what my outsourced HR services are: practical, people-first HR support that grows with your business and makes the people side of running a company feel a lot less overwhelming.

The traditional route is to buy a package: a set number of hours, a stack of templates, a login. At HRish, I start from the other end. What's landing on your desk every week? Who's answering the HR questions right now? What keeps slipping?

From there, I build the right level of support around what you actually need, not what's traditionally sold and never as a cookie-cutter package. You get an HR department you can actually rely on, without having to hire one internally.

I work with businesses across Colorado: Colorado Springs, Denver, Pueblo, Fort Collins & Loveland.

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.

Your day-to-day HR point of contact

Your managers get one person to go to with HR questions, and that person is me. Your team members can come to me directly too if you'd like, though most businesses pick a few people who contact me and have everyone else go through their manager. A policy question, a workplace concern, a manager who wants to talk through a tough conversation before it happens.

It's outsourced HR for small business, but it shouldn't feel outsourced. I learn your policies, your people and how decisions get made. Unlike a lot of HR outsourcing companies, you won't be explaining your situation to a new person every time.

In practice, I work mostly remotely, by phone, video, email, Google Chat or text, and I come on-site when it's needed. Good HR support for small business means that when something comes up, you know who to ask.

HR advisory

Some questions don't need a project. They need a clear answer before you send that email or sit down with a team member. My HR advisory services cover those moments: a question about one of your policies, a manager getting ready for a performance conversation, a team member's concern that needs a careful response, or a corrective action you want to get right.

You get practical HR advice in plain language from someone who already knows your business, and I always explain the reasons behind it. When an employee situation needs documenting, I help your managers with the documentation, and where it helps, I draft the actual message for you to use, based on your business, so nobody starts from a blank page.

I'm not a lawyer, though. When a question crosses into employment law, I'll tell you, and I'll work with an employment attorney on your behalf, so you're never handling it alone.

Leave administration

Leave gets confusing fast, because several laws can apply at once and they don't all start at the same headcount. Leave management starts with a clear policy (PTO, sick leave, FMLA and the rest) and continues every time someone needs time off.

My leave administration services cover both: leave policy development, then administering each leave when it actually happens. The rules I check first:

• Colorado paid sick leave (HFWA): generally applies to all Colorado employers, whatever their size or industry, with at least 1 hour of paid sick leave for every 30 hours worked.
• Colorado FAMLI, the state-run paid family and medical leave program: generally applies to every Colorado business with at least one employee, though what the business has to do, including how much of the premium it pays, varies by size.
• Federal FMLA: generally applies to employers with 50 or more employees in 20 or more workweeks in the current or previous calendar year.

Good leave of absence management means nobody has to guess what happens next. I'm not a lawyer, and this isn't legal advice. When a question needs an employment attorney, I'll work with one on your behalf, so you're never handling it alone.

HR administration

HR admin is the part nobody started a business to do: employee files, onboarding paperwork, forms and compliance deadlines. It's also the part of small business HR support that causes trouble when it's skipped.

My HR administration services keep it moving. I maintain employee files, run employee file audits, create forms, track compliance deadlines and support your HR reporting. How long to keep each record depends on federal and Colorado rules and the type of record, so I point you to my HR & Payroll Record Retention Toolkit, which lists the general requirements and my recommendation for each.

If your employee files are a mess, you're probably not the problem. I set up a simple employee recordkeeping system and explain why each form matters and where it goes.

Payroll and benefits support

I don't process payroll, and I'm not a benefits broker, but I help you find one. I cover the HR work around both, so the pieces fit together.

For payroll, that means payroll compliance: the wage and hour rules. Processing stays with your payroll provider, and I work alongside the one you use, or help you choose one if you don't have one yet.

Benefits administration gets easier when the plans fit your team to begin with. I help you find a benefits broker, choose plans that fit your people and get through enrollment. Think of me as a benefits consultant who isn't selling you a plan.

When someone leaves, health coverage is one of the loose ends to tie up. Federal COBRA generally applies to group health plans at employers with 20 or more employees in the prior year. Colorado has its own continuation law: if your business offers a fully insured group health plan, regardless of your size, you generally have to offer continuation of coverage to team members who leave. If the plan is self-funded, or you don't offer health benefits, Colorado's continuation law doesn't apply to you. I can handle COBRA notices myself, though I prefer not to.

Here too, this isn't legal advice, and when a benefits question needs an employment attorney, I'll work with one on your behalf. The legal facts on this page were last checked in October 2026.

HR operations and process improvement

HR operations is the plumbing: how requests come in, who approves what, where the paperwork goes. When nobody designs it, it still happens, just differently every time.

I coordinate your HR processes and develop the workflows behind them. The workflows I build most often are for new hires, termination or end of employment, time-off requests, and leave and accommodation. Sometimes it's workflow automation, depending on your business. HR automation pays off once the process makes sense.

I also help you decide who contacts me directly and which requests reach me through your managers. If your week feels like one HR fire after another, start with how to stop HR firefighting.

SOPs and process documentation

Often the only person who knows how to close out a leave or set up a new hire is the one who's on vacation. Process documentation fixes that.

I write HR standard operating procedures in plain language, so a manager can follow them without calling me. Each HR SOP usually covers one process, step by step.

When you need more than a few, I pull your SOPs together into an HR manual or operational playbook, so a new manager has steps to follow on day one.

HR analytics and dashboards

You don't need a data team to know whether turnover is getting expensive. I set up a simple HR dashboard with the numbers that matter at your size: time to hire, hiring and turnover costs, and retention and turnover.

If the tools you already have, like your payroll system or HRIS, can produce those numbers, I set up the reports there. Where they can't, I usually build the dashboard in a spreadsheet, or in Power BI if you need more. Once the dashboard is set up, I walk you through what the numbers mean.

HRIS selection and implementation

Buying HR software is easy. Buying the right one is harder, and switching later is worse.

As your HRIS consultant, I help you select the system. I start with what the system needs to do before vendor demos, and I look at your headcount, budget, payroll setup and the tools you already use.

How far I go after that depends on the business. For some clients I've only helped choose the system, and for others I've done as much of the HRIS implementation as I possibly can, until they were live and running on it.

Offboarding

Employee offboarding gets less attention than hiring, but it's where loose ends turn into problems: equipment that never comes back, system access nobody turned off, a last conversation that went sideways.

I support your offboarding process and exit interviews. It protects the business, and it lets people leave with their dignity intact.

If a departure is a termination, I'll help you plan that too. Termination guidance sits under Employee Relations & Engagement.