The people side of your business, handled.
Hiring, onboarding, accountability, retention. Your team is half your operation, and the people side breaks in the same quiet ways everything else does. 4498 North brings 15+ years of operations leadership and hands-on HR experience to build the people systems a growing company needs, under the same fractional COO roof.
Six places the people side tends to break.
The people side of a company usually lands on the founder, and it stays there until something forces the issue. These are the areas I build and run so it does not have to.
Hiring & onboarding
Scorecards, a real interview process, and onboarding that gets new people productive fast instead of learning by osmosis.
Roles & accountability
Clear ownership across the team. Who does what, who decides what, and where the buck stops, mapped and written down.
Performance & reviews
A simple, consistent rhythm of one-on-ones and reviews, so expectations stay clear and the hard conversations do not get avoided.
HR foundations & compliance
Handbook, policies, PTO, classification, and documentation done right, so a growing team does not quietly become a liability.
Comp & benefits structure
Sensible pay bands, leveling, and cleaned-up benefits and payroll admin, so pay is fair, competitive, and not a guessing game.
Retention & culture
Get ahead of turnover. Read the patterns, fix what is driving good people out, and keep the team you worked hard to build.
One operator for your team and your business.
Most HR help comes from someone who only does HR, working off to the side from how the business actually runs. My edge is that I do both. I come at your people systems having run operations and HR inside growing companies, 15+ years of it, including COO and SVP roles with full P&L ownership.
So when I build your hiring, your accountability, or your comp structure, it is the same person who understands how the rest of your company works. Your team and your operations get handled together, not in separate silos pulling against each other.
Every engagement starts with what is actually slowing you down, not a template. And it is fractional, so you get the muscle of a seasoned operator without a full-time executive hire.
Let's steady the people side.
If hiring, accountability, or turnover is starting to pull you off the business, let's talk. No pitch, just a conversation about where things stand and whether I can help.