Trusted across industries that demand expert solutions and support.
Government Contractors
Federal contracts come with compliance obligations most commercial employers never deal with, from DCAA audits and OFCCP reporting to SCA wage determinations. We help contractors build HR systems that hold up under federal scrutiny so your team can focus on the work.
Construction & Trades
Construction companies run lean, which means HR often falls to someone whose real job is running projects. Prevailing wage compliance, OSHA documentation, and worker classification all need attention. We bring structure to the HR side so your foremen stay building.
Professional Services
When your revenue depends on billable hours, every hour spent on HR administration is revenue lost. We help law firms, accounting practices, IT consultancies, and healthcare service companies close that gap with HR support designed for firms that sell expertise.
Private Equity & Venture Capital
HR surfaces early in due diligence but is often the last thing properly integrated after close. We help PE and VC firms run pre-acquisition HR audits, build post-close integration plans, and provide fractional HR support across a portfolio.
Common questions about industry-specific HR
Does it actually matter if my HR consultant knows my industry?
It matters more than most business owners expect. A government contractor subject to OFCCP audits has different documentation requirements than a construction firm managing prevailing wage compliance, and both look nothing like a professional services firm trying to retain senior associates. The regulations, the risks, and the workforce dynamics are specific to each industry. An HR partner who already knows your compliance environment can spot problems earlier and set up systems that actually work for your business, instead of forcing a one-size process onto a workforce it wasn’t designed for.
What HR compliance requirements are specific to government contractors?
Government contractors face a layer of federal compliance that most commercial employers don’t. Depending on contract type and size, that can include DCAA audit readiness, OFCCP compliance and Affirmative Action Plan requirements, Service Contract Act (SCA) wage determinations, EEO reporting, and proper timekeeping and labor distribution for billable work. The thresholds vary. For example, contractors with 50+ employees and a federal contract of $50,000 or more are generally required to maintain a written AAP. We help contractors sort through which requirements apply and build the systems to stay ahead of them.
When should a growing company outsource HR instead of hiring in-house?
There’s no single headcount where outsourcing makes sense for every company, but there are clear inflection points. When you cross 15 employees, Title VII and ADA apply. At 20, ADEA and COBRA kick in. At 50, you’re looking at FMLA, ACA employer mandate, and EEO-1 reporting. If your team is spending meaningful time on HR tasks they’re not trained for (benefits questions, handbook updates, employee relations issues, compliance tracking), and you’re not ready to invest $80K to $120K in a full-time HR hire, outsourcing gives you experienced support without the overhead.
How does HR due diligence work during a private equity acquisition?
HR due diligence reviews the target company’s workforce-related risks before close. That typically includes a review of employee classifications, benefits obligations, open or pending employment claims, compliance with federal and state labor laws, compensation structures, and any existing HR policies or handbooks. The goal is to identify liabilities that could affect the deal’s value or create integration headaches. We conduct these reviews for PE and VC firms and then help build the post-close HR integration plan based on what we find.
What's the difference between HR consulting and HR outsourcing?
HR consulting is project-based or advisory: we come in to solve a specific problem, build a system, or assess your current setup. HR outsourcing is ongoing operational support: we become your HR department (or an extension of it) on a retained basis, handling day-to-day functions like benefits administration, employee relations, onboarding, compliance tracking, and policy management. Many of our clients start with a consulting engagement and move into outsourcing once they see what consistent HR support looks like. Some need both from the start. We’ll help you figure out which fits.
Partnering with The Verity Group has been a transformative experience for our clients. Their deep expertise in HR strategy, talent development, and organizational design has helped navigate significant growth and even the toughest challenges with confidence. The team is not only knowledgeable but also incredibly responsive, thoughtful, and genuinely invested in success for their clients. From improving hiring practices to enhancing employee engagement, The Verity Group delivers practical, effective solutions that make a measurable impact. We highly recommend them to any company looking to elevate their HR function.
Richard Banziger & Chris Muha
(CEO & President of RBMuha)
Ed Ryan
(Co-Founder & Managing Partner fka RyanSharkey and future CFO of the Year.)
Marty Hendershot
(Senior Director Mckinley Marketing Partners.)
Ready to build a stronger HR foundation?
Take the first step toward building a workforce that is compliant, efficient, and positioned for long-term growth with The Verity Group.