A strategic HR partner, exactly when your company needs one.
Wayvera HR gives your company a senior human resources business partner: a complete HR department if you don't have one yet, and a strategic advisor beside your team if you do. All for a fraction of what a full-time HR leader costs.
A 15-person company and a 1,500-person organization need different kinds of help with their people. Wayvera serves both: a complete HR department for companies that don't have one yet, and strategic leadership for companies that do.
Getting started
Ready for real HR
You built the company by wearing every hat. Hand it to an expert and get compliant policies, smooth hiring and confident managers for a fraction of a full-time salary.
Adding depth
A senior partner for your team
Your HR generalist or office manager runs the day-to-day well. Give them senior backup for investigations, pay decisions and the high-stakes calls no one should make alone.
Changing fast
Growth, deals and restructuring
Entering a new state, acquiring a company or reorganizing? Plan the people side with someone who has led more than 25 acquisition integrations.
Leading at scale
Strategic HR leadership
Established organizations bring in Wayvera for workforce planning, succession, multi-country teams, leadership development and organizational design, or an interim HR leader during a transition.
Industries Indira has servedTechnologyEngineeringHeavy equipmentLandscapingInsurance
The math
Senior HR leadership for a fraction of a full-time salary.
Even a mid-level full-time HR hire is a six-figure commitment once benefits are added. Wayvera gives you more senior expertise for only the hours you need, and helps you keep the people you already have.
Full-time HR hire
$100,000+
a year in salary and benefits
$75,940 median salary for an HR generalist
About 30% more in benefits and payroll taxes
Months to recruit, plus the risk of a wrong hire
A senior HR manager costs considerably more
Wayvera HR
A flat monthly retainer
Sized to your headcount and needs
No benefits, payroll taxes or recruiting fees
Senior expertise from the first week
Scale up or down as the business changes
What does turnover cost you?
8 people leave each year. Replacing them costs an estimated
$200,000 to $800,000
If better managers, onboarding and pay practices kept even one in four, that's $50,000 or more back every year.
Gallup estimates that replacing an employee costs one-half to two times their annual salary, and 52% of people who quit say their manager or company could have prevented it.
Every engagement draws from three kinds of work: taking care of your people today, setting up the company to stay compliant and competitive, and building the leaders who will carry it forward.
PEOPLE
The day-to-day, handled
The work that lands on an owner's desk every week, answered by someone who has seen it before.
Employee relationsManagers coached through conflict and discipline, so small problems stay small
Workplace investigationsComplaints handled impartially and documented, then closed before they become claims
Hiring and onboardingClear roles, consistent interviews and a first week that makes new hires stay
Benefits and open enrollmentPlans leadership understands and employees actually use
STRATEGY
A company that holds up
The structure behind the people: policies, pay and plans that fit your size and your states.
Handbooks and policiesPlain-language policies that match the law in every state you operate in
HR compliance reviewFiles, forms and postings checked, with every risk ranked and fixed in order
Compensation planningPay ranges you can defend, explain and budget for
Mergers and acquisitionsAcquired teams aligned on pay, policy and culture, with key people kept
PROGRESS
Leaders who grow the business
Systems that tell you who is ready for more, and managers equipped to get them there.
Performance managementReviews managers finish on time, tied to the goals that matter
Succession planningReady successors for key roles before you need them
Manager and leadership trainingManagers who give feedback, document and develop people with confidence
HRIS and process designPeople systems set up so the data is clean and the work takes less time
Ongoing
Fractional HR
From a few hours a month to an embedded HR leader. Your managers get a named partner who knows your business, and you get one predictable invoice.
Fixed scope
Projects
A handbook rewrite, a compensation study, an acquisition integration or a new system rollout. Quoted up front with a clear finish line.
Start here
HR Health Check
A review of your files, policies, postings and practices. You get a written report with every risk ranked, a walkthrough call, and a priced plan for the fixes. The easiest way to start.
How it works
From first call to a steady partnership in four steps.
You will know the scope and the price before any work begins, and you will never be billed for surprises.
Consultation
A free 30-minute call about your company, your team and what is keeping you up at night.
Assessment
A look at your current policies, files and practices to find the gaps that matter most.
Proposal
A written plan with scope, timeline and a fixed price or monthly retainer you approve.
Partnership
Work begins, with requests, documents and deadlines kept in your private client portal.
Your first 90 days
DAYS 1–30
Find the gaps
Review files, I-9s, policies, worker classification and pay practices. Anything urgent gets fixed right away.
DAYS 31–60
Close them
Update the handbook and core policies, clean up files and forms, and set pay ranges where they are missing.
DAYS 61–90
Make it routine
Train your managers, set a steady rhythm for reviews and onboarding, and put recurring deadlines on your portal calendar.
Every company is different. Your proposal sets the actual plan and timeline.
Bilingual HR · Se habla español
HR that works on the job site, in English and Spanish.
Employers in construction, landscaping, energy, hospitality and industrial services across the country depend on Spanish-speaking teams. Indira works with them directly, without an interpreter in the room.
Handbooks, policies and forms in Spanish
Investigations and employee interviews conducted in Spanish
Supervisor training for bilingual crews
Onboarding and benefits explained in each employee's language
EN ES
Report any concern to your supervisor or to HR.
Informe cualquier inquietud a su supervisor o a Recursos Humanos.
EN ES
Your first paycheck arrives on the second Friday.
Su primer cheque llega el segundo viernes.
EN ES
You may not be retaliated against for raising a concern.
No se permiten represalias por expresar una inquietud.
Example policy lines. Every document is written for your workplace.
Your client portal
Your HR, in one secure place.
Every Wayvera client gets a private portal. No more digging through email threads for the latest handbook or wondering where a request stands.
Send a request and see who has it and when it is due
Find every policy, template and deliverable, always the current version
Employee handbook, 2027 editionReady for your signature
Sign by Jan 15
Question about FMLA eligibilityAnswered by your HR partner
Resolved
Offer letter, operations managerDrafting
In progress
EEO-1 reportCompliance calendar
Due in 30 days
Example screen. Your portal shows your own requests and documents.
SHRM
SHRM Certified ProfessionalSociety for Human Resource Management
2024
Rising Star AwardAwarded in 2024 for outstanding performance
About the founder
Indira Gangi, SHRM-CP
Founder & Principal Consultant
Indira founded Wayvera HR after a decade as the person leaders called when the people side of the business got complicated.
As a Senior HR Business Partner, she served as the strategic HR partner to six business units and more than 400 employees, coaching leaders through workforce planning, performance and compensation cycles, and the investigations no one wants to run. She has led people due diligence and integration for more than 25 acquisitions, and tied succession planning to performance reviews, so high-potential employees were identified early and prepared for leadership.
Her career spans software, engineering, heavy equipment, landscaping and insurance, including global organizations with teams across several countries, so she knows human resources looks different in an office, on a job site and across borders. She is bilingual in English and Spanish, and she brings the same practical approach to every client: explain the rule, recommend the right move, and write it down so it holds up.
Wayvera is based in Prairieville, Louisiana, and works with companies across the United States, remotely and on site.
I've spent my career inside growing companies, sitting with leaders through acquisitions, hard conversations and the moments that decide whether good people stay. I started Wayvera HR to bring that kind of partner to companies of every size: someone who knows the rules, gives you a straight answer, and cares about your people as much as you do.
Senior HR Business PartnerEnterprise software. Six business units, 25+ acquisitions.
HR PartnerLandscaping services. Sole HR advisor to leadership: ran the department end to end and wrote the company's PTO and attendance policies.
People Operations AdvisorGlobal engineering. Employee relations, investigations and a new HRIS rollout.
HR GeneralistEquipment services. Workday administration and workforce reporting for leadership.
B.S., Human Resource ManagementSoutheastern Louisiana University
RecruiterInsurance services. Full-cycle recruiting and talent acquisition coordination.
Employee relations
Workplace investigations
M&A integration
Workforce planning
Succession planning
Change management
Talent acquisition
Workday HRIS
Compliance
Se habla español
Questions
What owners ask before they call.
What does fractional HR mean?
You get a senior human resources professional for part of each month instead of paying a full-time salary. Wayvera acts as your HR department: answering manager questions, handling employee issues, keeping policies current and running projects as they come up.
Is Wayvera HR only for small businesses?
No. Smaller companies often use Wayvera as their entire HR department. Larger organizations bring Wayvera in for strategic work alongside an existing team: acquisition integration, succession planning, leadership development, restructuring, or interim HR leadership while a role is filled.
How much does fractional HR cost?
Less than a full-time HR hire, which typically runs $100,000 or more a year once salary, benefits and payroll taxes are added up. Ongoing support is a flat monthly retainer based on your headcount and how much help you need. Projects and the HR Health Check are quoted at a fixed price before work starts. The first consultation is free.
Do you replace our payroll provider or PEO?
No. Wayvera works alongside your payroll company, PEO or benefits broker, and makes sure the people decisions behind them are sound and documented.
Can you help with just one urgent issue?
Yes. A complaint that needs investigating, a termination you want to handle correctly or a handbook due before a new hire starts can all be handled as a single project.
Do you work outside Louisiana?
Yes. Most work is done remotely, and policies are written for the states where your employees actually work. On-site visits are available in the Baton Rouge and New Orleans area.
Get started
Book a free 30-minute consultation.
Tell us a little about your company and what you need. You will hear back within one business day.
