Real Results. Real Businesses.
Discover how companies transformed their HR from a constant struggle into a streamlined system that saves time, reduces turnover, and fuels growth.
HR Compliance & Policy Development
Modernized Handbook Ensures Multi-State Compliance
We updated a decade-old handbook for a non-profit, creating state-specific addendums and policies that keep them compliant and aligned with their mission.
CASE STUDY
Comprehensive Handbook Development for a Multi-State Non-Profit
Client: Multi-state non-profit organization
Size: 50+ Employees
Client Challenge
A long-standing non-profit organization with 50+ employees was operating with an outdated employee handbook that had not been updated in nearly a decade. With operations spanning multiple states, they needed a fully compliant, modernized handbook that addressed evolving labor laws and organizational needs.
Our Solution
We partnered closely with the organization to:
- Develop a fully compliant employee handbook tailored to their unique operations.
- Draft and update multiple policies to align with current employment regulations.
- Create state-specific addendums for every state in which they operate, ensuring compliance across jurisdictions.
- Customize policies to reflect the organization’s culture and mission while addressing gaps in their previous documentation.
Impact / Results:
The client now has a clear, legally sound, and easy-to-navigate handbook that supports consistency, reduces risk, and empowers leadership to manage HR matters confidently.
Fractional & Interim HR Leadership
Seamless HR Support Powers Successful Business Acquisition
We prepared a 20-employee business for acquisition, managed HR due diligence, and were retained post-sale by the national buyer to provide ongoing HR expertise.
Client: Multi-million dollar commercial paint and chemical company
Size: 20 Employees
Client Challenge
A 20-employee business was preparing to sell to a large, national company. With limited internal HR resources, they needed expert guidance to organize their processes, ensure compliance, and manage sensitive employee information during the transition. The success of the sale depended on accurate, timely HR data and a smooth handoff to the acquiring company.
Our Solution
Seven months before the sale, we partnered with the business to:
- Organize and update all HR processes and personnel files.
- Work closely with the buyer to provide necessary employee and payroll information for due diligence.
- Clean and validate data within the existing payroll system to ensure accuracy.
- Coordinate benefits information to prevent loss of health coverage for employees during the transition.
- Serve as the primary HR knowledge department for the smaller company throughout the transaction.
Following the successful acquisition, the national company—impressed with our expertise—contracted Threology to:
- Provide post-sale HR guidance and support.
- Develop state- and local-specific policies to align with their larger HR infrastructure.
Impact / Results
The acquisition was completed smoothly with no disruption to employee benefits or payroll. Our proactive approach minimized risk, ensured compliance, and facilitated a seamless transition. Post-sale, our continued partnership with the acquiring company helped integrate HR policies and strengthen their operations nationwide.
HRIS and Payroll System Implementation
By introducing a modern HRIS and payroll solution, the organization saved several hours per month on payroll and onboarding, reduced administrative costs, and improved both the employer and employee experience.
CASE STUDY
Implement and Automate a Full HRIS and Payroll System
Client: National nonprofit organization
Size: 100+ Employees
Client Challenge:
This national organization was struggling with outdated, manual HR and payroll processes that drained time and created unnecessary complexity. Administrative inefficiencies, onboarding bottlenecks, and compliance risks were impacting productivity and the employee experience.
Our Solution:
We partnered closely with the organization to:
- Participate in HRIS and payroll system implementation meetings with their chosen vendor
- Gather and prepare payroll, benefits, and demographic data
- Assist with onboarding workflows and document organization
- Provide ongoing support and guidance on system functionality and optimization
- Communicate with the vendor to troubleshoot implementation and billing issues
- Keep organizational leadership informed throughout the process
Impact / Results:
The organization saved 25+ hours per month on payroll and 10+ hours per month on onboarding and benefits. Early compliance fixes prevented thousands of dollars in tax-related costs and fees, while automation empowered managers to improve budgeting, recruitment planning, and ease in employee management. The result: a streamlined, scalable HRIS and payroll system built for long-term growth.
Ready to stop duct-taping HR together?
Let’s build the system your business deserves.