Founder & Principal of Glover & Co., an HR advisory in Newington, Connecticut. Thirteen years of in-house HR across manufacturing, lending, and Fortune 500 insurance — now packaged as tools for owner-run businesses. Every statutory claim verified against the act itself; every tool honest about when a moment needs a human. gloverco.ai
by Erin Glover, SHRM-SCP
Bring the whole mess. The skill sorts it — clocks, conflicts, performance, paperwork, structure — hands back a this-week / this-month / this-quarter board, and says which problems need a tool, which need a habit, and which need a human. Free.
by Erin Glover, SHRM-SCP
Ten questions, an honest read: subscription, PEO, fractional HR, or a full-time hire, costed for your state.
by Erin Glover, SHRM-SCP
Paste your job ad; get a plain-English check against Connecticut's new posting law (Public Act 26-12, effective October 1, 2026) — what's missing, why, and a rewritten pay-and-benefits block ready to post.
by Erin Glover, SHRM-SCP
OSHA injury recordkeeping in plain words, kept by Salem, the safety skunk.
by Erin Glover, SHRM-SCP
Find who your team can't run without, split the work fairly, and build a deeper bench before it matters.
by Erin Glover, SHRM-SCP
Paste a roster, see your team: tenure lines, team pay views, span-of-control pictures, and the real dollar cost of turnover — presentation-quality, assumptions labeled, honest about what ten people can and can't prove.
by Erin Glover, SHRM-SCP
Discipline documentation done fairly, for owners who've never done it: the conversation plan first, then a written warning a stranger could read and understand — specific behaviors, real dates, what good looks like, and the support offered.
by Erin Glover, SHRM-SCP
Plan a new hire's first 90 days — pre-start checklist, day one, training plan, 30/60/90 — with the dated legal clocks owners miss most (I-9 windows, CT reporting, the notice-and-training deadlines) computed from the start date, citation attached.
by Erin Glover, SHRM-SCP
Set pay like you have an HR department: defensible pay ranges from government data, merit planning on a real budget, compression checks, and a bundled merit workbook — a 13-year HR practitioner's method, packaged as a skill.