Pay plan and FLSA audits
We review every department’s pay plan against FLSA, state law, and your CDK or Reynolds setup. And remediate.
Dealership HR is a different animal. Commission pay plans, F&I overrides, service technician flag hours, multi-rooftop expansion, and FTC Safeguards obligations create complexity that generic HR vendors quietly get wrong. Humareso has supported dealerships and dealer groups for years and knows where the bodies are buried.
You did not buy a dealership to manage HR. But every department. Sales, F&I, service, parts, BDC. Produces its own HR risk profile.
Draw versus commission, recoverable draws, mini-deals, charge-backs, and overtime exemption assumptions are wage-and-hour landmines.
Flat-rate technicians can fall out of 7(i) exemption with the wrong week. Overtime exposure quietly builds.
Pay plan transparency, FTC Safeguards documentation, and bias-free F&I are now compliance issues, not just sales issues.
You hire ten salespeople to keep four. Without a structured 90-day ramp, training, and pay-plan reset triggers, the loss compounds.
New store acquisitions inherit handbooks, classification quirks, and culture debt. Integrations done badly cost you tenured staff.
The amended Safeguards Rule expects designated personnel, ongoing employee training, and incident response. HR is squarely in scope.
Every department, every rooftop, every shift.
We bring dealership-aware HR expertise into your group as a fractional function. The result: cleaner pay plans, calmer compliance, and a team that stays.
We review every department’s pay plan against FLSA, state law, and your CDK or Reynolds setup. And remediate.
Designated security personnel, employee training, background screening, and incident response policies that map to the rule.
Flag-hour review, 7(i) testing, meal-period and rest-break compliance for technicians, advisors, and parts.
Acquisition due diligence, handbook harmonization, pay-plan rationalization, and culture integration support.
90-day ramp, structured 1:1s, recognition, and pay-plan-adjusted leveling so you stop hiring ten to keep four.
Handbook, training, and complaint channels in Spanish where your team needs it. Especially in service and detail.
One store or thirty rooftops. Engagements scale to your group.
Straight answers. No sales pitch.
Yes. We support single-store dealerships, family-owned groups, and large multi-state dealer organizations. The engagement is sized to your footprint.
That is one of our most common engagements. We review every department’s pay plan against federal FLSA, state wage-and-hour law, your DMS configuration, and best practice. And we deliver a written remediation plan.
We focus on the HR-adjacent obligations: designated security personnel, employee training programs, background screening practices, access control, and incident response playbooks. We coordinate with your IT and compliance vendors on the technical pieces.
Yes. Service is where the dollars are and the techs are scarce. We build retention frameworks specific to fixed ops. Pay plan fairness, tool allowances, advancement to master tech, and recognition cadence that respects the work.
Yes. We support due diligence on the target’s HR risk profile, harmonize handbooks and pay plans across rooftops post-close, and run integration communications and retention.
Most dealership clients onboard within two to four weeks, starting with a 30/60/90 plan that prioritizes the items with the largest compliance or financial impact.
A quick conversation will tell you whether your current HR setup is costing more than you think.
No commitment. Confidential consultation.