The Crew
HR & People Operations
Behind every ABA practice is a team that needs more than onboarding paperwork and an employee handbook.
From hiring and employee relations to HR systems, retention, and leadership development, The Capri Collective helps ABA and healthcare organizations build stronger people operations—with hands-on support for smaller practices and experienced HR leadership for growing organizations.
Built around ABA operations
An RBT resignation can affect staffing, schedules, client continuity, and the families depending on your team. A delayed onboarding can mean an employee isn’t ready when services need to begin.
And when managers don’t have the right tools for difficult conversations, employee issues can become operational problems. We understand those connections because we’ve led healthcare operations ourselves.
Keeping up with RBT and BCBA hiring while building a team that stays.
Helping clinical and operational leaders navigate performance, attendance, and employee issues.
Bringing structure to onboarding, personnel records, PTO, and HR documentation.
Building processes that hold up as employees, locations, and responsibilities increase.
What we support
Whether you need someone to manage the daily work or help your leadership build a better HR function, we bring practical experience to the areas that matter.
01 · People Operations
From the first onboarding email to performance reviews and offboarding, we help create a consistent employee experience and manage the administrative work behind it.
02 · HR Compliance & Employee Relations
We help your managers approach everyday employee challenges with better documentation, clearer expectations, and consistent HR processes.
Capri provides operational HR support, not legal advice. Complex legal matters and formal investigations require separately scoped qualified professionals.
03 · HR Systems & Infrastructure
As your team grows, scattered documents and manual processes become harder to manage. We help you organize your HR systems, simplify workflows, and build processes your team can maintain.
We work within client-approved HRIS platforms. Payroll functionality and payroll system implementation are not offered.
04 · Talent Acquisition & Workforce Planning
ABA hiring requires more than filling an opening. We help organizations improve hiring workflows, candidate communication, manager readiness, and staffing visibility.
Active candidate sourcing, cold outreach, high-volume recruiting campaigns, paid advertising, and executive search are separately scoped services—not included in standard managed HR retainers.
05 · Fractional HR Leadership
For organizations that need stronger HR direction, we provide experienced leadership to improve workforce strategy, guide managers, oversee HR processes, and bring accountability to the people side of the business.
For practices with 1–49 employees
You may not need a full internal HR department yet. We can manage agreed day-to-day HR responsibilities, support your managers, and help establish the processes your practice needs.
View Managed HR PackagesFor organizations with 50+ employees
Larger organizations often need experienced guidance, stronger HR infrastructure, or senior leadership rather than another outsourced administrator. We work alongside your existing team to improve HR strategy, systems, processes, and organizational performance.
Explore Fractional LeadershipProject-based consulting, HR audits, HRIS implementations, and fractional leadership are available to organizations of any size. Routine hands-on HR administration is offered through managed packages for organizations with fewer than 50 employees.
Managed HR services
For ABA and healthcare practices with fewer than 50 employees, our managed HR packages provide practical support without requiring you to hire an entire HR team.
For 1–10 employees
Up to 10 routine HR delivery hours per month
New and smaller practices that need dependable HR administration and foundational processes.
Includes:
For 11–25 employees
Up to 18 routine HR delivery hours per month
Growing practices that need ongoing HR administration, employee relations support, and stronger management processes.
Everything in HR Foundations, plus:
For 26–49 employees
Up to 25 routine HR delivery hours per month
Established or expanding practices that need broader HR operational support before building a larger internal HR function.
Everything in Managed People Operations, plus:
We’ll match responsibilities and capacity to your team, locations, and day-to-day needs.
Fractional HR leadership
Sometimes you don’t need someone processing onboarding paperwork. You need an experienced leader who can help your organization make better decisions, strengthen its HR function, and support the managers responsible for your people.
Our fractional engagements provide defined senior HR leadership capacity without requiring a permanent executive hire.
Senior HR leadership
Up to 16 senior consulting hours per month
Defined leadership capacity to strengthen your HR function and support your managers.
Includes:
Executive-level HR partnership
Up to 32 senior consulting hours per month
Experienced direction for more complex organizations, workforce decisions, and organizational change.
Includes:
Organizations with 50 or more employees may already have an HR director, administrator, or established internal team. Our role isn’t necessarily to replace them.
We can help evaluate what is working, identify operational gaps, strengthen leadership practices, and implement improvements that make the entire function more effective.
Custom proposal
Project support
Not every organization needs an ongoing retainer. We also take on defined HR projects with clear deliverables, timelines, and responsibilities.
Review existing HR processes, records, policies, and operational risks.
Develop or update a handbook tailored to the organization's structure and roles.
Configure and improve employee records, onboarding workflows, and HR processes.
Improve onboarding consistency, new-hire readiness, and early retention workflows.
Build hiring workflows, interview tools, candidate tracking, and management processes.
Define roles, responsibilities, reporting relationships, operating routines, and HR capacity needs.
We’ll define the deliverables and responsibilities around the challenge you want to solve.
The Capri difference
We know what it’s like when an RBT vacancy disrupts a schedule, when onboarding falls behind, or when managers spend more time addressing employee problems than leading their teams.
The Capri Collective brings real healthcare operations experience to HR—not just policies, templates, and theoretical recommendations.
Experience with clinical staffing, employee lifecycle challenges, operational growth, and healthcare workforce systems.
Experienced U.S.-based leadership and accountability, supported by a team-based delivery model.
Administrative execution for smaller practices and higher-level consulting for growing organizations.
Our approach
Understand the workforce, current HR structure, systems, and challenges.
Prioritize needs, define responsibilities, and establish scope.
Create or improve the processes, tools, and documentation.
Manage agreed HR responsibilities for eligible managed-service clients, or provide contracted advisory support.
Review performance, identify friction, and improve the operating model.
Capri works alongside your leadership and existing systems. You remain the employer and retain responsibility for employment decisions. We provide defined HR administration, operational guidance, process improvement, and fractional leadership services.
Capri does not provide:
Formal investigations, complex employment disputes, and specialist legal matters require separately engaged qualified professionals.
Questions, answered
Yes. ABA and healthcare workforce operations are central to our experience, including the operational demands associated with RBTs, BCBAs, clinical leadership, onboarding, and retention.
For organizations with fewer than 50 employees, we offer defined hands-on managed HR packages. Larger organizations can engage us for advisory, fractional leadership, and project-based support.
Yes. We can advise leadership, improve systems, review workflows, and help strengthen an existing HR function.
We support routine employee relations processes, manager guidance, performance documentation, and corrective action workflows. Complex investigations and legal matters are separately scoped.
We support hiring workflows and recruiting administration. Active sourcing, cold outreach, high-volume recruitment, and executive search require a separate engagement.
In many cases, yes. We evaluate the existing system and available permissions before defining the work.
No. Our HR services focus on people operations, HR administration, employee relations, HR systems, recruiting processes, and leadership.
We review the additional workload and agree on a capacity adjustment, package change, or separately scoped project before expanding services.
Yes. Fractional leadership and project-based consulting are available to organizations of different sizes, subject to fit and scope.
We get to know your team, locations, systems, and manager needs, then recommend the responsibilities and capacity that fit your organization.
Let’s talk
Whether you need someone to take the day-to-day HR work off your plate or an experienced leader to help strengthen your existing team, let’s talk about what makes sense for your organization.