Kerri Roberts

If HR landed on your office manager or payroll person by default, start with one question: which of our policies are actually written down? Whatever is not written is the first thing to fix. Free Mini HR Audit: saltandlightadvisors.com/hra…

The rule of thumb is about 1.04 HR professionals per 100 employees. At 30 people you probably do not need a full-time hire, but you do need someone who knows what they are doing. Build the foundation, train an internal owner, then step down to a retainer.

A pay range on a job posting is only as good as the pay band under it. Start with one row per employee: title, start date, current pay, last raise. Compare each title to market data and mark where each person sits. The gaps you find are the real project.

91% of US job seekers say a missing range affects whether they apply (LinkedIn). Most employers skip it because a new hire would out-earn their tenured people, and that is a pay problem, not a posting problem. Free Mini HR Audit: saltandlightadvisors.com/hra…

Pay transparency laws follow where the job can be worked, not where your office is. One remote posting a candidate in Colorado or New York could fill can put you under a dozen sets of rules. Pick the states you will hire in and build to the strictest one.

If the Dept of Labor knocked next Monday, would you be fine? Culture is the roof, compliance is the foundation. Run the free 10-question Mini HR Audit and find your gaps: saltandlightadvisors.com/hra…

The I-9 is one page, and a missing date or signature can cost a few hundred to a few thousand dollars per form. Every employee, no exceptions, completed within 3 days of hire. Go check your file this week.

The Dept of Labor recovered ~$142M in back wages from ~122,000 misclassified workers. Salary alone does not make someone exempt: they need the $684/week floor AND a duties test. Check yours free: saltandlightadvisors.com/hra…

Six questions, and every no is a compliance gap: headcount, classification, I-9s, handbook, posters and minimum wage, time tracking. Score yourself this week and write the number down. Do not fix anything yet.

AI drafts, humans decide. Treat AI like an intern who's fast, tireless and occasionally confidently wrong. It can write the policy and screen resumes, but it never owns the call that affects someone's paycheck.

When you automate a task, the person who did it becomes the person who checks it. My own AI workflow misses something about half the time. Give your people 30 min a week to learn and a shared prompt library. Free HR audit: saltandlightadvisors.com/hra…

Paste a job description into AI and ask what parts of the role it could handle. If 7 people do that job and the answer is half, you have a workforce decision to make, and HR needs to be in the room for it.

88% of HR leaders say AI still hasn't delivered real business value. The missing piece is a plan, not a tool. Mine runs 90 days: clean the foundation, set the rules and automate one thing, then upskill your people. Free HR audit: saltandlightadvisors.com/hra…

Managers said for years they were too busy for their people. AI is handing that time back, whether you like it or not. What will you do with the hour? Free Mini HR Audit: saltandlightadvisors.com/hra…

One page tells you where AI belongs in your business. Take a job description and make two lists: routine and repeatable, and real judgment, trust, or the final call. The first list goes to AI, and the second list is the job.

AI is confident on the average case and useless on the edge case. PTO balance: let it answer. Accommodation request or messy investigation: that needs a person. Free 10-minute Mini HR Audit: saltandlightadvisors.com/hra…

AI raises the floor on routine work, and humans are still the ceiling on decisions that matter. Routine and repeatable goes to AI. Judgment, trust, and the final call stay with a person. Draw that line on purpose.

Before you terminate someone for performance, give your AI their write-ups and reviews and tell it to act as the employee's attorney. Ask what it would push on first. If the answer is that you were never clear, you are not ready, and that is a leadership problem.

65% of employees are excited about using AI at work. Excitement without owners for adoption, trust, training, and risk turns into shadow AI. The people questions are the strategy questions.

HR is not at the AI table to slow it down, it is there to make sure it works. Check one AI tool against four things: job descriptions, hiring posts, performance management, and disciplinary documentation. Any that do not reflect how the work really gets done is a gap.