HR 101 Foundation
Transform HR confusion into HR clarity. A 5-lesson, 75-minute foundational curriculum designed for first-time business owners who need to build basic HR systems — without becoming HR experts.
What You'll Learn
HR as Business Multiplier
Understand why HR drives productivity, not bureaucracy
The True Cost of HR Gaps
Quantify what bad hires and turnover cost your business
Your HR Maturity Level
Self-assess where you stand and identify key gaps
Stage-Based HR Roadmap
Know exactly what to build based on your business stage
Your First 3 Actions
Leave with implementable steps you can start this week
Why This Matters
HR Isn't Just Compliance — It's Your Business Multiplier
Most small business owners treat HR as an afterthought. But the right systems can transform your team's productivity, reduce costly mistakes, and give you back hours every week.
Acquire the Right People
Stop hiring based on gut feel. Build a repeatable process that attracts the right candidates every time.
Develop Your Team
Give new hires the structure they need to succeed faster and stay engaged longer.
Retain Good People
Understand what keeps people engaged and prevent the costly surprises of unexpected departures.
Manage with Confidence
Know your legal obligations, document what matters, and protect your business from risk.
The Real Numbers
What HR Gaps Are Costing You
Every bad hire, every preventable departure, and every day of culture drift has a price tag. Most owners don't realize how expensive 'winging it' really is until they add it up.
$30K–$85K
Cost per bad hire (50-200% of salary)
$28K–$86K
Cost per departure (recruiting + training + ramp)
10–20%
Productivity loss from culture drift
$114K+
Potential savings in year one with systems
The Upside
What Good HR Systems Achieve
Moving from ad-hoc to systematic HR creates measurable business impact. Here's what businesses like yours experience:
+25%
Productivity Gain
Better hiring + structured onboarding = aligned, effective teams from day one
-50%
Turnover Reduction
Clear expectations + regular feedback = people stay and grow with you
$85K–$150K
Annual Savings
On a 10-person business at $500K payroll — recovered through prevented mistakes
Your Learning Journey
5 Lessons to HR Clarity
Each lesson builds on the last, taking you from 'HR feels overwhelming' to 'I know exactly what to build and how to start.' Download each module as a comprehensive, professionally-designed document.
HR Isn't Bureaucracy — It's Talent Optimization
Understand why HR is actually a business function that drives productivity, retention, and culture — not just policies and compliance paperwork.
Learning Objective
Understand HR as a business function that drives productivity, retention, and culture — not just policies and compliance paperwork.
- The truth about what HR really is (and isn't)
- 4-function HR framework: Acquire, Develop, Retain, Manage
- Before/after: How systems boost productivity from ~60% to ~85%
- HR maturity spectrum: Where do you fall?
Key Insight
"HR is the system that prevents $50K mistakes. Every business has HR — the question is whether yours is intentional or chaotic."
The True Cost of No HR Program
Quantify what bad hires, turnover, and culture drift are actually costing your business.
Learning Objective
Quantify the financial impact of HR gaps (bad hires, turnover, culture drift) on your specific business and see the ROI of building systems.
- Bad hire costs: $30K–$85K per mistake (the math explained)
- Turnover costs: $28K–$86K per departure (breakdown included)
- Culture drift: The hidden 10-20% productivity tax
- Includes: HR Cost Calculator worksheet
Real Example
"Friedrich runs a 12-person CPA firm. When his top person left for a competitor, the 3-month gap + 4-month ramp + 2 lost clients cost him ~$60,000."
HR Maturity: Where Are You Now?
Self-assess your current HR state across 8 domains and identify your priority gaps.
Learning Objective
Self-assess your current HR maturity across 8 domains and identify your priority gaps using the interactive assessment tool.
- 4 maturity levels: Ad-Hoc → Reactive → Systematic → Strategic
- 8-question diagnostic to pinpoint your current level
- Gap visualization: Where you are vs. where you need to be
- Priority recommendations based on your 'No' answers
The 4 Maturity Levels
Your HR Roadmap by Business Stage
Know exactly what to build — and in what order — based on your specific business stage.
Learning Objective
Understand what HR systems to build at your specific business stage — Start-Up, Scaling, or Established — and in what order.
- Start-Up (0–3 years): Foundations + Legal Protection
- Scaling (3–10 years): Manager Development + Performance Systems
- Established (10+ years): Succession + Optimization
- Decision tool: Which stage are you in?
Stage-Based Build Order
Getting Started — Your First 3 Actions (Part 1)
Action 1 & 2: Document your hiring process and create your onboarding checklist.
Learning Objective
Leave with your first two implementable actions and the templates to start building your HR foundation this week.
- Action 1: Document your hiring process (template included)
- Action 2: Create your 30-60-90 day onboarding checklist
- 7-step hiring process that takes 30-60 minutes to set up
- Ready-to-use templates included
Action 1: Your Hiring Process
"A 7-step hiring process that takes 30-60 minutes to set up: Job description → Sourcing → Screening → Structured interview → Scoring → References → Offer."
Getting Started — Your First 3 Actions (Part 2)
Action 3: Draft your employee handbook outline plus your implementation commitment plan.
Learning Objective
Complete your HR foundation with your employee handbook outline and implementation commitment plan.
- Action 3: Draft your employee handbook outline (7 sections)
- Implementation paths: 1-week fast track OR 3-week steady build
- Action commitment planner with accountability
- Clear next steps after HR 101
7 Must-Have Handbook Sections
"Welcome/Overview • At-Will Employment • Anti-Discrimination & Harassment • Time Off Policies • Compensation & Benefits • Conduct & Discipline • Acknowledgment Form"
Take the Interactive HR Maturity Assessment
Get personalized insights about your HR maturity level. Our interactive assessment tool provides real-time scoring across 8 HR domains and customized recommendations for your specific situation.
Download Your Resources
Complete HR 101 Foundation Curriculum
Download all 6 comprehensive lesson modules below. Each lesson includes detailed content, real-world examples, and practical templates you can implement immediately.
HR Isn't Bureaucracy — It's Talent Optimization
Understand why HR is actually a business function that drives productivity, retention, and culture — not just policies and compliance paperwork.
The True Cost of No HR Program
Quantify what bad hires, turnover, and culture drift are actually costing your business.
HR Maturity: Where Are You Now?
Self-assess your current HR state across 8 domains and identify your priority gaps.
Your HR Roadmap by Business Stage
Know exactly what to build — and in what order — based on your specific business stage.
Getting Started — Your First 3 Actions (Part 1)
Action 1 & 2: Document your hiring process and create your onboarding checklist.
Getting Started — Your First 3 Actions (Part 2)
Action 3: Draft your employee handbook outline plus your implementation commitment plan.
"You don't need to become an HR expert. You just need to build the right systems — and now you have the roadmap to do exactly that."
BizHealth.ai — Your Business Health Coach
Ready to Transform Your HR?
You Don't Need to Build This Alone
In 75 minutes, you'll go from 'HR feels overwhelming' to 'I know exactly what to build and how to start.' Download the curriculum, take the assessment, and begin your journey to HR clarity — with BizHealth.ai as your guide every step of the way.