Challenge​

Let’s Build Hope’s business had always operated using full-time contractors, a model that was increasingly problematic as the organization planned long-term operational improvements. Transitioning contractors to W2 employees while maintaining compliance brought concerns, including:

​

• Navigating legal complexities for payroll, benefits, and employment status

• Implementing variable pay structures to support their unique revenue-sharing model

• Developing comprehensive HR policies and handbooks aligned with organizational values

​

As the founder prepared to scale the organization and take their digital training nationwide, Let’s Build Hope needed trusted expertise to manage the complexities while protecting its commitment to excellence.

​​

​

Solution

 

PCG addressed Let’s Build Hope’s needs by providing hands-on expertise:

​

•  Transitioning contractors to W2 employees: PCG crafted a strategy that included reviewing payroll structures, ensuring tax compliance, and accommodating variable pay formulas, a key feature of Let’s Build Hope’s compensation model. 

• Building HR foundations: PCG developed an employee handbook and strengthened HR infrastructure to align with organizational values and goals while addressing federal and state regulations.

• Collaborative leadership with clarity: When initial project leadership required an adjustment, a transition was handled promptly and enabled efficient decision-making and strengthened trust.

​

PCG’s personalized approach prioritized streamlined communication and responsiveness, ensuring the transition felt manageable.

​

​

Outcome

PCG’s support was transformational for Let’s Build Hope, eliminating the anxiety of transitioning contractors by ensuring compliance, streamlining operations for improved scalability, and fostering collaborative leadership with actionable solutions. Linda continues to work with PCG, calling them a perfect fit for organizations seeking personalized expertise over generic approaches. ​​