HR Strategy & Function Design
For organizations building or rebuilding their HR capabilities.
Building HR Infrastructure That Scales — and Holds Up
Growing organizations need HR infrastructure that keeps pace with their complexity. Without the right frameworks, policies, and governance in place, even well-intentioned people decisions create legal exposure. We design HR operating models that are both strategically sound and legally defensible.
HR department build-out and org design
Employee handbook and policy development
HR process architecture and governance
HR function assessment and optimization
Control, Structure, and Credibility
Attorney-Founded Design
Every policy and framework is stress-tested for legal exposure before it reaches your desk.
Scalable Infrastructure
Built to grow with your organization — not patched together as problems arise.
Practical Deliverables
Handbooks, org charts, governance frameworks. Ready to use from day one.
Organizations We Typically Help
Mid-market companies building their first HR function
PE-backed companies post-acquisition needing HR infrastructure
Organizations whose HR policies haven't kept pace with their growth
Companies without in-house counsel needing legally sound frameworks
Engagements may involve:
What to Expect
Discovery & Assessment
A structured review of your current HR infrastructure, policies, and workforce practices to establish a clear baseline.
Gap & Risk Identification
We identify where your HR function is exposed — legally, operationally, and structurally — and prioritize what needs to be addressed first.
Strategy & Design
We develop your HR operating model, policy framework, and governance structure — built to scale with your business and hold up legally.
Implementation
We build the deliverables — handbooks, org design, process documentation, governance frameworks. Practical and ready to use.
Ongoing Advisory
Many clients retain MRG after the build-out for continued HR and employment strategy support as their organization grows and evolves.
Frequently Asked Questions
Still have questions? Take a look at the FAQ or reach out anytime. If you’re feeling ready, go ahead and apply.
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It typically starts with assessing what your organization currently has — policies, roles, processes, and governance. From there, MRG designs the infrastructure you need: an HR operating model, an employee handbook, job frameworks, and the processes that keep everything running consistently and legally.
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No. Many clients already have some HR infrastructure but need it rebuilt, modernized, or stress-tested for legal exposure. Whether you're starting from scratch or optimizing what exists, MRG adapts to where you are.
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Every policy and framework MRG designs is reviewed through an employment law lens before it reaches your desk. That's the core advantage of working with an attorney-founded firm — HR best practice and legal precision are applied simultaneously, not patched together after the fact.
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Yes. MRG works with organizations anticipating growth events — acquisitions, new markets, headcount scaling — to build HR infrastructure that holds up under pressure. For PE-backed companies specifically, we offer dedicated diligence and integration support.
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A clear case overview, key documents, and the relief sought—organized for efficient review.
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Yes. Many matters proceed efficiently through virtual format, with options for in-person or hybrid as appropriate.