People infrastructure
for modern teams.
People systems that actually work — built for founders, creative teams, and growing companies. No bloat, no busywork, no HR baggage.
The philosophy
Designed for the people inside it.
The best people ops disappears into the work. Tools your team actually want to use. Processes that respect their time. Structures that hold up under pressure — and stay out of the way of the work itself.
Services
Four ways to
work together.
A senior People partner on retainer, the whole foundation built from scratch, a focused fix for one specific thing, or someone to run your production workforce from contract to final paycheck. Pick the shape that fits where you are.
Fractional Head of People
A senior People partner embedded in your team — the strategic muscle of a Head of People, without the full-time hire.
- Employee relations and the hard conversations
- Performance and feedback cycles, run end-to-end
- Manager coaching and team development
- Compliance, offers, and the stuff that has to be right
- Benefits and payroll — strategy, vendor decisions, and the basics that can't break
- Headcount planning and strategic People guidance
The Foundation Build
Your whole people foundation — systems, culture, hiring, and the playbooks that make it run. Built end-to-end, then handed off so your team can own it.
- Core HR tech stack — HRIS, ATS, and integrations configured and live
- Automated onboarding, offboarding, hiring, and performance workflows
- Culture system — values, operating principles, and what good leadership looks like in practice
- Employee handbook and manager playbook, built for actual humans
- Performance framework and role architecture
- People ops runbook and KPI dashboard your team can own
Focused Projects
One specific thing that needs doing. No retainer, no long engagement — just the project, done well.
- Career leveling frameworks and job architecture
- Compensation philosophy and salary band design
- Employee handbook and policy creation
- HRIS selection and implementation
- Workflow design and automation to cut down on admin
- Performance review redesign
- Leave of absence and compliance setup
- Manager development programs
Project Workforce Management
You're spinning up a production and bringing on 50 to 100+ people in a compressed window. The contracting, onboarding, and payroll side of that doesn't run itself. I come in for the project and run it end to end.
- Worker contracting and classification
- Onboarding setup and new hire communications
- I-9 verification and compliance
- Payroll coordination and setup
- Timesheet logistics and approval process oversight
- Payroll execution — accurate, on time, compliant with local wage and hour laws
- Project wrap and offboarding
Process
How it works.
Built around your team and the way you actually work — not a template.
Weeks 1–2. Current state, org mapping, what's actually broken, and what good looks like for your team.
Weeks 3–4. Systems live, data structured, roles mapped, the initial performance framework in place.
Weeks 5–6. Onboarding, offboarding, hiring, and performance cycles — automated where it helps, human where it matters.
Weeks 7–8. Handbook, manager playbook, leadership training, and a runbook your team can actually run.
Lauren Vicari
Founder · Fractional Head of People
I started LV Works because most HR consulting looks the same: generic advice, clunky systems, and processes nobody actually uses. Growing companies — especially the ones doing interesting work — deserve better.
I build people practices that fit the way you already work. Right-sized, well-made, and designed to grow with you instead of getting in the way.
Ready to build people ops that actually work?
Book a free 30-minute call. We'll talk through where your team is, what's not working, and what the right next step looks like.
No hard sell. Just an honest conversation.