Law firms and professional services
One way of doing HR, across every office.
We implement your HRIS, then run the people operations behind it.
No deck. No pitch.
For managing partners, COOs, executive directors and HR leads at firms of 25 to 250 people.
Terms of engagement
- Matter
- People operations, every office
- Scope
- One way of working
- Fee
- Fixed, agreed in writing
- Lead and backup
- Named up front
- Access
- Only what you authorize
- Decisions
- Reserved to the firm
For the firm
For People Street
Why a firm is different
The moments firms call us.
Laterals and classes
“An associate’s first week depends on which office hired them.”
Laterals arrive one at a time, associate classes all at once, and every office onboards its own way.
Offices and states
“Partners want headcount by office, so I rebuild the spreadsheet.”
Partners, associates and staff sit on different terms, payroll runs in several states, and each office counts its people its own way.
Who sees what
“Compensation and reviews sit one click away from the org chart.”
Partner compensation, associate reviews and staff records each need a different audience.
Build, run and advise
One team for the system, the daily work and the bigger calls.
- Build
HRIS implementation
Rippling or HiBob, set up around your offices, practice groups, approvals and permissions. - Run
Managed people ops
Onboarding, requests, records, payroll change prep and a monthly report for each office. - Advise
People advisory
A senior HR lead for the bigger calls: manager guidance, policy and the shape of the firm.
Advisory is included in our Operator and Embedded plans, or scoped on its own with a fixed fee. Software and vendor fees are not included.
How it starts
What happens, in order.
Four steps, and you know what each one costs before it starts.
Fit call
Your offices, states and systems, what’s breaking and who decides. If we’re not the right fit, we say so.
Scope
A fixed proposal, in writing. If your records are unclear, scoped discovery comes first.
Week one
You meet your lead and backup, and we set up named access to your systems.
Build or run
We build your HRIS, run the daily work on it, or both, with a monthly report your partners can read.
What the record shows
We’ve run HR inside a growing law firm.
Founded by Jesse Ajebon, Head of Human Resources for five years at a multi-office law firm as it grew from about 50 to more than 1,000 employees.
What a People Street client says
“People Street brought real discipline to our people ops: clear ownership, tight processes, and far fewer escalations reaching me. Our executive ops runs noticeably smoother.”
Lars NarfeldtCOO, RA InternationalQuestions firms ask before the call
Do you work with firms our size?
Yes. We work with firms of 25 to 250 people. Your size and setup set the fee, in writing, on a quick call.
Can you handle several offices and states?
Yes. We set up one way of working across your offices, with a calendar that tracks each state’s registrations and notices.
Do you give legal advice?
No. Employment law questions go to your counsel, inside the firm or outside it. We help you frame them, so that time is well spent.
We’re in a PEO. Is it too early to talk?
Bring the contract to the call. A PEO exit is its own scoped project, usually run alongside your new HRIS, with the fee agreed in writing.
Bring your offices, your systems and what’s breaking.
In a 20-minute call we look at how HR runs across your firm and where to start. A fixed proposal follows once the scope is clear.
Book a 20-minute fit call