People Operations
People operations consulting focused on restoring rigor, compliance, and retention.
WHY CORDATUS
Clean Payroll, On-Time Filings, Audit-Ready Records
One missed state tax filing rarely comes alone. Usually, a hire moved states and was never registered there, a bonus ran without the 401(k) match, and last quarter’s ACA 1095-C forms went out with employees on the wrong plan tier. Then a state audit letter or a former employee’s attorney asks for a personnel file, and you’re rebuilding the record from three systems and four inboxes on someone else’s deadline.
Run your employee lifecycle, from requisition through separation, as repeatable cycles instead. Recruiting, payroll, benefits, and records run on a set cadence with the routine work automated. Your HR lead and executives keep policy and judgment calls, while credentialed practitioners handle compliance and employee relations. Every filing, form, and personnel action is recorded as it happens, so your people are paid and covered correctly all year, and your record holds when a regulator, an auditor, or a claim calls for it.
COMPETITIVE ADVANTAGE
Scale Your Workforce Without Losing Control
Cycles That Never Miss
Payroll runs, tax filings, benefits enrollment reminders, review cycles, and offboarding checklists run through defined workflows that stay consistent whether the workforce is thirty people in one state or three hundred across twelve. Cadence stays intact as the organization grows and staff turn over. The moments that need a real HR call, such as a classification question or a difficult termination, are the ones that reach a practitioner.
Practitioners Own Judgment
Complaints, accommodation requests, classification decisions, performance calibration, and compensation calls stay with credentialed HR professionals who understand employment law and the operational realities behind each choice. The person deciding how to manage an investigation or how to structure a performance improvement plan is accountable for the outcome and can defend it to counsel and leadership.
Record That Build Itself
Personnel actions, benefit elections, filing confirmations, and I-9 completions are captured as they happen, so the workforce record assembles itself while the cycles run. With Audit-Ready by Default, the paper trail behind every hire, pay period, and separation is complete before anyone asks for it. A state review, a subpoena, or a due-diligence request opens against a file that reconciles.
STRATEGY-TO-EXECUTION STACK
Cover the Full Employee Lifecycle Without Gaps
Strategy and Advisory sets your workforce plan and policy, Operations and Process Engineering builds the workflows behind every cycle, Technology and AI automates the routine work and keeps your data consistent, and Managed Services keeps it all running as you grow into new states.
Every stage is covered, from hiring and onboarding through pay, benefits, and compliance to development and departure.
Candidate Sourcing and Screening
Requisitions posted where the right talent looks, applicants screened against the hiring manager’s requirements, and qualified candidates surfaced with reference and background checks underway, so roles fill faster and bad fits are caught before an offer.
Onboarding and Employee Integration
Pre-start paperwork, I-9 Section 2, tax forms, direct deposit, and system access done on schedule, so new hires start with a working laptop, get paid correctly the first time, and move from offer to productive without gaps.
Payroll Administration
Pay employees right and catch errors before they become tax notices, with multi-state payroll run on a set cadence, garnishments, deductions, bonus taxes, and 401(k) contributions calculated cleanly, and filings that match the run.
Benefits Enrollment and Administration
Give employees the coverage they chose, matched to what payroll deducts, with open enrollment, life event changes, carrier feeds, and COBRA managed end to end and eligibility tracked against plan rules.
Employee Records Management
Meet every state audit, former employee’s request, or new manager’s onboarding with a complete, organized record, with personnel files, I-9s, handbook acknowledgments, disciplinary records, and required workforce records kept to retention rules and access controls.
HR Compliance Documentation
Keep your compliance evidence current in every state where you operate, with workplace notices, EEO-1 reporting, ACA filings, state posting and disclosure requirements, and policy acknowledgments documented as they’re completed.
Performance Management Support
Turn your performance program into decisions leadership can act on, with review cycles, goal-setting, and calibration run on a cadence your managers can keep, backed by the tools, documentation, and follow-through to see it through.
Training and Development Coordination
Produce any training record a regulator or client requests, with dates, names, and certifications intact, and completion rates you can trust, with compliance training, role-specific development, and leadership programs scheduled, delivered, and documented.
Employee Relations Support
Protect the company and the employee if a matter reaches counsel or an agency, with complaints, investigations, accommodation requests, and disciplinary matters handled by credentialed HR practitioners, documented in the moment, and escalated through defined paths.
Offboarding and Exit Processing
Close every departure cleanly, with pay and coverage handled correctly and a separation record that holds up later, as final paychecks, PTO payouts, benefits continuation notices, access removal, and exit interviews run on a defined checklist.
WORKS WITH YOUR STACK
Fix Your Operations Without Switching Platforms
Platform-agnostic. Solutions are designed around your current stack. When new platforms are in scope, the same team can advise on changes to improve throughput and accuracy.
CORDATUS DELIVERY METHOD
From Scattered Fixes to Steady Compliance
Cordatus Delivery Method carries a people function from scattered fixes to a compliant operation running on its own cadence.
01
Diagnosis & Value Mapping
Current lifecycle gets reviewed end to end, from requisition through separation, to locate every point where compliance, accuracy, or timing slips and to rank each gap by risk and cost. You come away seeing where filings drift, which cycles miss their window, and where to act first for the quickest recovery.
02
Architecture & Roadmap
Target people function takes shape across three layers: hiring and onboarding workflows, a payroll and benefits calendar, and the records, documentation, and reporting standards that support them. Each piece is sequenced into a build plan that closes the highest-risk gaps first.
03
Integration & Deployment
Lifecycle workflows go live, payroll and benefits systems connect to the records structure, the compliance calendar switches on, and the cycles begin running against the new cadence. Automation carries the routine processing while your HR practitioners retain the policy calls and the employee relations judgment.
04
Continuous Optimization
The function settles into a steady rhythm. Workflows adapt as your workforce expands into new states and roles evolve, and records stay current throughout. Every audit, filing, and separation draws on a complete history, so compliance holds as you grow.
QUESTIONS
See How You Stay in Control
What does Cordatus do for our people function?
Keep policy and workforce decisions with your team while routine work and documentation run on defined processes. You get workflows for hiring, onboarding, payroll, and benefits, compliance tracking and filings, a review cadence that keeps them accurate, and the records behind it all. When you need more capacity, Managed Services can support day-to-day operations.
Does our HR lead stay in control of policy and workforce decisions?
Yes. Run the function as your own operation, under your team’s direction, while workflows, automation, and practitioner support carry the routine cycles and documentation. Your HR lead and executives keep ownership of policy, hiring, performance, compensation, and the workforce relationships that shape your culture.
How does Cordatus keep us compliant across multi-state payroll and filings?
Stay compliant in every state where you have employees, with registrations, payroll tax filings, wage and hour rules, ACA reporting, and state notices tracked on one compliance calendar. When a hire moves to a new state, registration and filing cadence adjust before the first payroll runs there, and your filing record stays current with personnel and payroll data.
What happens to coverage when someone on our HR team leaves?
Keep every payroll close, enrollment window, and filing deadline on track while a seat backfills. Hiring, payroll, benefits, and records workflows are documented and running before anyone becomes a single point of failure, so cycles keep their cadence and a replacement picks up a process already in motion.
Can Cordatus manage employee relations issues that need real HR judgment?
Yes. Protect the company and the employee if a matter reaches an agency, with complaints, investigations, accommodation requests, and disciplinary matters handled by credentialed HR practitioners who read each situation, document it as it unfolds, and escalate through your HR lead and legal counsel.
Will our personnel records hold up in an audit or legal request?
Yes. Answer any state audit, former employee’s file request, or subpoena from a record already organized around the question. With Audit-Ready by Default, personnel files, I-9s, handbook acknowledgments, benefits elections, and filing confirmations enter the record as they happen, filed against their cycle.
Find Out Where Your People Function Stands Today
Let’s map where your people function stands today and design the model that keeps it compliant, current, and defensible.
