HR Companies & HR Consultants in Royal Oak, MI

Clarity Strategic Partners is an independent consulting firm headquartered in Royal Oak, Michigan. It advises organizations on human capital management technology, payroll operations, HR administration and employee benefits. The firm serves clients across the country, and its site names more than two dozen metro markets, among them Detroit, Chicago, Dallas, Seattle, New York and Los Angeles. Its stated focus is helping employers guard profitability and control costs through better payroll processes, stronger employee engagement and smarter health benefit decisions.

Core Services

The practice covers the full lifecycle of HR systems and HR operations. Buyers can engage the team for discrete projects or for longer-running outsourced support:

• HCM/HRIS implementation management, from platform selection and planning through configuration, testing and go-live
• Independent RFP management for choosing a new HCM or HRIS vendor using defined evaluation criteria
• Managed payroll and administrative services, including tax filings, benefits administration and wage-and-hour compliance
• Outsourced HR support covering policies, compliance and performance management
• Group employee benefits design, plan evaluation and vendor relationship management
• Guidance for companies looking to unbundle a PEO arrangement

How They Work

The firm presents itself as a neutral advocate for the client and not for any software provider. Its principal says the business grew out of watching employers accept systems that were oversold or implemented in a hurry and never fit their actual needs.

The team therefore emphasizes listening, collaboration and solutions shaped around each client's workflows, staff and goals instead of a standard package. It also draws on a broad network of partner providers.

Beyond implementation, consultants look for hidden sources of lost profit, such as time and attendance rules that mishandle early punches or overtime, and unemployment insurance costs that are out of line with real turnover.

Team and Credentials

Principal Stephen Butcher founded the firm after roughly 25 years leading sales, implementation, client service, HR and benefit procurement teams. Andrew Sheldon, Managing Director of Operations and Technology, works out of Seattle and has close to two decades in HR, operations and technology.

He spent nearly five years at Paycom building payroll, tax and compliance products, and later held executive roles at HourWork. His credentials include SHRM Senior Certified Professional, Certified Scrum Master, Certified Business Analyst and Lean Six Sigma training. His platform experience spans Paycom, Rippling, NetSuite, QuickBooks, HubSpot and Salesforce.

Amber Dotts, Managing Director of HR and Client Services, is based in Dallas. She advises leadership teams on multi-state compliance, employee relations and investigations, performance management, manager development and handbook writing.

Industries and Fit

Team experience spans professional and financial services, energy, construction, manufacturing, banking, child care, gaming and cannabis. Published case studies feature a credit union and a senior living organization. The firm is a good fit for mid-sized employers weighing a payroll platform switch or a vendor RFP. It also suits companies that need interim stability after sudden HR staff turnover and want an unbiased advisor alongside hands-on execution.

HR Success Partners is an HR consultancy based in Royal Oak, Michigan. It provides outsourced HR leadership to small and mid-sized employers, mostly organizations with about 5 to 200 people. Companies of that size have real workforce obligations but often can't justify a full in-house HR department.

The firm is rooted in Metro Detroit but works with clients across the country. It focuses especially on companies with staff in more than one state, where different labor rules can quickly create risk.

Background and credentials

Jamie Wolf founded the practice. She holds the SHRM-CP credential and an MSHRM and has more than two decades of people-operations experience. She has worked in healthcare, manufacturing, real estate, technology and engineering, communications and professional services. Her work has included setting up HR functions where none existed and guiding organizations through fast growth.

She is also an EOS Practitioner and is certified in Predictive Index and compensation. Wolf personally leads every client relationship. When a project needs HR technology, employer branding or leadership development skills, she brings in specialists from her own network. The firm is a BBB Accredited Business.

Services

Clients can hire the firm for ongoing support or for a single defined project. The main service lines are:

• Fractional HR: part-time senior guidance on hiring, structure and growth, plus manager coaching and help with escalations
• Compliance: writing handbooks and updating them each year, auditing policies under federal and Michigan law, reviewing exempt and non-exempt classification, administering FMLA and ADA leave, and handling I-9s, records and required postings
• Multi-state compliance for teams spread across states
• Recruiting: job descriptions, structured interview guides, scorecards, offer letters, background check processes and onboarding
• Compensation: salary bands, market benchmarking, pay equity analysis, bonus and incentive design, and work with benefits brokers
• Performance: review cycles, goal frameworks, improvement plans and manager training
• Employee relations: neutral workplace investigations, responses to harassment or discrimination complaints, mediation, help with terminations and separation agreements, and exit interviews
• HR infrastructure: building a new HR function, choosing an HRIS, org design, SOPs and employee lifecycle mapping

How engagements work

The firm doesn't sell blocks of hours. Instead, plans are priced by scope in three tiers. Foundations sets up handbooks, core policies, fixes for compliance gaps and documentation standards. Ongoing Partner is the most popular tier. It adds continuing strategic advice, employee relations work, manager coaching and tracking of legal changes.

Full People Function adds compensation design, performance systems, recruiting help, multi-state compliance and workforce planning. Plans can change as a client's needs change. Most engagements start with a free 30-minute conversation. The firm then assesses the client's compliance, documentation and risk and proposes a scope. Prospective clients can also take a free ten-question online HR self-audit with no signup required.

What sets them apart

The firm emphasizes plain-language advice. It separates urgent risks from issues that can wait and avoids using scare tactics about employment law. Clients keep everything the firm builds, including handbooks, templates and processes, so they can run them on their own.

The firm states that it offers HR consulting rather than legal advice and works with a client's employment attorney when needed. It also runs hands-on one- and two-day workshops that teach HR professionals to use Claude AI for policy writing, hiring, reporting and performance management. Workshops are held in Detroit, Troy and Lansing, and on-site corporate sessions are available nationwide.

Industries served include healthcare, manufacturing, real estate, tech, nonprofits and multi-state employers.

Buyers who search for HR Performance Solutions will find that the brand now operates under the name Navari. The former website forwards visitors to the Navari site. The company's main office is in Royal Oak, Michigan, a short drive from Livonia. It is a technology vendor rather than a traditional HR consulting practice. Its website groups its offerings around three kinds of problems: HR challenges, marketing challenges and financial technology needs.

HR software and modules

Navari's HR offerings are a set of software platforms. The main one is Performance Pro, which can be extended with separate add-ons. Navari lists these HR products:

• Performance Pro, the core HR platform
• A recognition and rewards module for Performance Pro
• An engagement module for Performance Pro
• Compease
• The Learning Center
• Leadership Forum

Most of these products have their own pricing page, so buyers can review costs before contacting sales. The site also encourages prospects to book a demo before they commit. Existing clients have a dedicated support area. The pages reviewed do not describe the internal features of each tool in detail. Organizations comparing vendors should use a demo to confirm how each platform handles their review cycles, training needs or pay-related processes.

Beyond human resources

Much of Navari's catalog is outside HR, and it appears aimed at financial institutions. The marketing line includes:

• MemberXP and BankingXP, plus a mystery shopper program under the MemberXP name
• Web design services
• AudioEye and CalcXML
• Secure hosting
• Content management systems: Timix, WordPress and Kentico

The fintech line includes:

• Equipifi, a buy-now-pay-later product
• Reset, for earned wage access
• A rewards program for credit unions
• Save to Win

Because of this mix, Navari may suit banks and credit unions that want employee-performance tools and member-facing marketing or financial products from a single provider.

Company background and resources

The website has sections about the company, its team, careers, a partner program, and a community initiative called Navari CARES. It also publishes blogs, webinars, event listings, white papers, case studies and press releases. These can help prospective clients learn how the company approaches its work before speaking with a representative. Navari maintains a security trust center, a security status page and compliance documentation. These are worth reviewing for organizations that must vet how a vendor protects employee data.

In short, Navari is a Michigan-based software provider whose HR products sit alongside marketing and fintech tools. It is a fit for buyers who want a performance-management platform with optional engagement, recognition and learning components. It is less suited to companies looking for hands-on consulting such as policy writing, recruiting or outsourced HR administration, which its site does not mention.