HR OPERATIONS FOR GROWING COMPANIES
Your business has grown. Has your HR infrastructure kept up?
ARAD helps founder-led companies build the HR operations, systems, controls, and team structure needed to scale with greater confidence—and less preventable chaos.
Built for the point where growth changes the job
ARAD is designed for founder- and CEO-led companies with approximately 50-150 employees, particularly when revenue, headcount, geography, or organizational complexity is growing faster than internal HR capability.
You have HR activity—but not an HR operating system
Payroll, benefits, recruiting, and employee issues are being handled, but ownership, workflow, documentation, and controls remain inconsistent.
Your current HR person needs a stronger foundation
A coordinator, generalist, office leader, or early-career HR professional has become the default owner of work beyond the structure or support available to them.
You are preparing for the next stage
The company is adding locations, states, entities, contractors, management layers, financing, or acquisition activity—and needs a more dependable foundation.
The growth-stage gap
Growth exposes what informal HR practices can no longer support.
At 50, 100, or 150 employees, the problem is rarely that no HR work is happening. The problem is that critical work has accumulated without a clear operating model. Processes depend on individual memory. Data lives in multiple places. Managers improvise. The founder remains the escalation point. And a capable but overstretched HR employee is expected to hold the entire system together.
• Payroll and employee data are difficult to verify
• Hiring and onboarding vary by person or manager
• HR responsibilities are spread across multiple people
• Policies, agreements, systems, and actual practices do not align
• Managers handle employee issues inconsistently
• Leadership knows the function needs to mature but is unsure where to begin
Start with the HR Operations Growth Check
A focused assessment of how HR work is actually managed across your company—including ownership, systems, workflows, documentation, controls, and team capability.
You receive a concise current-state assessment, prioritized findings, and a practical 90-day roadmap showing what needs immediate attention, what can wait, and what the company should build next.
Typical timeline
2- 3 Weeks
Investment: $3,500
Covers one U.S. employer entity with up to 150 employees. Additional entities, international populations, or materially complex payroll structures may require an expanded scope.
What ARAD helps build
Clear ownership
Defined responsibilities, decision rights, handoffs, and escalation paths.
Reliable employee operations
Consistent workflows across hiring, onboarding, changes, leave, performance, and exits.
Stronger systems and data
Better governance across HRIS, payroll, benefits, records, and reporting.
Practical controls
Approvals, documentation, calendars, and checkpoints that reduce avoidable errors and exposure.
Manager enablement
Tools and expectations that help managers handle routine people responsibilities consistently.
Right-sized HR capability
A realistic team structure, role design, and support model for the company’s stage.
The ARAD Approach
Assess — Understand the current state and identify where growth has outpaced the infrastructure.
Stabilize — Address the highest-priority operational gaps and immediate dependencies.
Build — Create the systems, workflows, controls, tools, and role clarity the company needs.
Transfer — Strengthen internal capability so the company is not indefinitely dependent on outside consulting.
Executive perspective. Operational depth. Practical implementation.
About Amy
ARAD was founded by Amy Raden, a former Chief Human Resources Officer with more than 15 years of experience building and transforming HR functions in founder-led, private equity-backed, high-growth, and acquisition-intensive environments.Amy founded ARAD after repeatedly seeing capable companies create avoidable risk and operational strain because their HR infrastructure was built reactively rather than intentionally.Amy works comfortably at both levels: advising founders and executive teams on the operating decisions that matter, while going deep enough to see how payroll, systems, data, documentation, manager practices, and team responsibilities connect.
Build HR before HR becomes the problem
Start with a focused conversation about where your company is growing, where HR is strained, and whether the Growth Check is the right next step.