FOUNDERVILLE BUSINESS CENTER
People & HR
Your first hire changes everything. This section covers the full arc of building a small team — from deciding whether you need help at all, to hiring the right person, paying them correctly, training them well, and managing performance without a HR department behind you.
Three things to understand first
Employee vs. contractor
The most consequential classification decision you'll make. Getting it wrong creates tax liability, back wages, and penalties that can follow you for years.
The true cost of a hire
A $17/hr employee costs $21–$24/hr fully loaded. Payroll taxes, workers' comp, and overtime add up before you've bought a single uniform or posted a single job ad.
Documentation protects you
Offer letters, I-9s, W-4s, and a basic employee handbook aren't bureaucracy — they're your evidence if anything goes wrong. Small businesses skip these most often and pay for it later.
Modules in this section
Module 01
Your first hire
When you actually need help, employee vs. contractor, part-time vs. full-time, and the trigger points most owners miss.
Module 05
Training customer-facing staff
Onboarding for retail and service roles, product knowledge, customer service standards, and how to document your processes so training actually sticks.
Module 08
Building a team culture
Retention tactics that don't require big pay bumps, communication rhythms, recognition, and what makes small-business culture different from corporate culture.
Module 04
Payroll basics
Payroll taxes, pay frequency, tip reporting, overtime rules, and how to choose a payroll service without overpaying.
Module 07
HR basics and legal requirements
Required workplace postings, anti-discrimination law, leave requirements, recordkeeping, and what triggers the need for a formal HR process.
Module 02
Hiring for customer-facing roles
What to look for in retail and service staff, how to write a job post that works, interview questions, and working interviews.
Module 03
Scheduling staff
Peak-hour staffing, shift patterns, managing call-outs, predictive scheduling laws, and tools that make it less painful.
Module 06
Managing performance
Giving feedback in close quarters, handling underperformance, verbal and written warnings, and termination done correctly.
Suggested Learning Paths
Solo owner making their first hire
Modules 01 → 04 → 05 → 07
Retail or food & beverage owner with a small shift crew
Modules 02 → 03 → 04 → 06 → 08
Trades or service business managing subcontractors and crew
Modules 01 → 03 → 04 → 07
HOW THIS CONNECTS
People & HR touches almost every other section. Payroll flows into Money & Finance. Employment law sits in Legal & Compliance. Your operating procedures are in Operations. And how you build the team shapes everything in Growth & Strategy.