People systems built to hold up
Hiring, compliance, and people operations, handled end to end, without the full-time headcount.
"I kept treating HR like overhead. Once Vedra reframed it as infrastructure, retention improved and hiring got faster."
Most HR problems fall into the same three buckets
Compliance and risk nobody's watching
Handbooks go stale, states change requirements, and a termination or leave request can carry exposure nobody flagged until it's already a problem.
The administrative core running on hope
Payroll, benefits, and onboarding are unglamorous work that becomes everyone's emergency the moment it's neglected.
Hiring and culture treated as separate fires
Recruiting, engagement, and leadership coaching get handled reactively instead of as one system, so nothing compounds.
Most companies bring in HR help after something's already gone wrong. Vedra is built to be the call you make before that, not after.
Policies and coverage for the moments that carry real legal exposure.
- Compliance — State-specific handbooks and multi-state coverage, kept current as laws change.
- Employee Relations — Investigation support, performance plans, and termination guidance.
- Immigration Coordination — Visa sponsorship and work authorization, coordinated end to end.
- Payroll — Setup, processing, and reconciliation across states and contractor types.
- Benefits — Plan design, open enrollment, and renewal negotiation.
- HR Infrastructure — HRIS, workflows, and documentation, built once.
- Onboarding & Offboarding — A clear first 90 days, and a clean exit.
- Recruiting & Talent — Full-cycle hiring, from role scoping to offer negotiation.
- Employee Engagement — Surveys, manager training, and retention work.
- HR Advisory & Coaching — A second opinion on the decisions without a clean playbook.
What changes once this actually gets run
The brain in the middle. Yours to keep.
Every hire, every policy, every hard conversation feeds one system. When the engagement ends, it keeps running.
- 01DocumentA hiring process written down, not reinvented each time.
- 02TrackA compliance calendar covering every state you operate in.
- 03StandardizePlaybooks for performance plans, leave, and terminations.
- 04Carry forwardA team that already knows your people if you come back.
How we actually make decisions
Every recommendation gets filtered through the same four questions before it reaches you.
Will someone actually use this?
Practical over theoretical. We build the handbook you'll actually use, not the one that reads well in a binder.
Does this fight how the team already works?
People over process. A policy that fights how your managers actually operate gets ignored. We design around the second one.
Can this be explained without a meeting?
Clarity beats complexity. If it needs a meeting to explain, it's not ready yet.
Will this still work when we're not in the room?
Built to last. If it only works while we're still involved, we haven't finished the job.
"We had no process, no comp framework, and a third hire on the way. Vedra helped us build something that actually fit where we were. Two hires closed in six weeks."
Get in touch
We'll get back to you within 1–2 business days.
Questions before you book a call
How is this different from a PEO?
A PEO gives you software and a shared inbox. We build and run the actual process — hiring, compliance, the hard conversations — and leave you with documented playbooks instead of a login.
We don't have any HR function today — is that a problem?
That's the most common starting point for our clients. We build the function from zero rather than cleaning up an existing mess.
Do you handle multi-state compliance?
Yes — it's built into the compliance calendar from day one, not something you find out is missing during an audit.
What does this cost?
Fractional and scoped to what you actually need — meaningfully less than a full-time hire or a PEO markup on every head. We'll give you a specific number on the call.
Do we have to sign a long-term contract?
No. Engagements are scoped in phases so you can evaluate fit before committing further.
HR & Talent resources
SOC 2 people-ops readiness: the checklist enterprise buyers actually check
The specific HR documentation enterprise security reviewers look for, mapped against SOC 2's Trust Services Criteria.
ToolSOC 2 People-Ops Readiness Checker
Run the checklist SOC 2 auditors actually use against your current people-ops setup.
ComparisonIn-house HR vs. PEO vs. fractional People partner: which layer are you actually missing?
What a PEO, an in-house HR hire and a fractional People partner each cover, what each costs, and why they answer different questions.
Ready to stop being the de facto HR department?
We'll walk through what actually fits before anything moves forward.