I started my career in the legal field as a business litigation paralegal for attorneys assisting businesses with their legal needs from setting up new businesses or DBA’s to defending them from lawsuits or addressing employee situations. I have a Bachelor of Arts Degree in Political Science Pre-Law from the University of Texas (Arlington), Certification in Paralegal Studies and HR certification (SHRM-CP) as a Human Resource Specialist from the University of Texas (Austin).  I have over 30 years’ experience working in the legal field assisting attorneys and the firm’s clients with their daily business and HR needs.  Having the Paralegal expertise in addition to the certification in Human Resources (HR), gives me a unique advantage in that I not only can guide and assist a company in developing the culture they are striving to achieve, address employment issues that arise, but I am keenly aware of both federal and state laws that must be adhered to.  I am familiar with the multitude of challenges (mainly costs) facing small and medium size businesses in today’s times in addressing the daily operational tasks such as training, recruiting, payroll, and executive compensation packages and still having the ability to offer employees benefits and a positive company culture at a cost that won’t break the bank. 

In addition to the daily tasks, it’s important to have a strategic partner for the development of the company culture, vision and benefits, and that can assist in acting as the liaison between the executives and the staff. I have extensive experience with all different types of businesses from construction to logistics to oil and gas, financial institutions, customer service and management companies. I have provided strategic advice to the managing partners of businesses in regard to daily operations, policies and procedures, finances and other complex functions. As an HR Specialist and Paralegal, I am in contact with clients to assist them with preparing and/or updating employee handbooks, getting updates on the current labor laws for both federal and state (including local counties), labor required posters, preparing job descriptions, developing new benefits such as work/life balance for employees or setting up a new entity for their thriving business or registering their current business in multiple states and all other general HR questions and concerns.

Having been a Human Resource Certified Professional and Paralegal for a law firm, I understand the importance of discretion and confidentiality. I have dealt with sensitive information on a daily basis with such documents as financial information, customer lists, background checks, medical records, federal forms, performance evaluations, company trademarks and patents and many other documents that contain sensitive material. I understand the importance and how to process and handle these issues in accordance with federal and state policies, laws and regulations.

All the legal and transactional expertise side of HR is important, but equally as important is the “Human” side of Human Resources. I understand this and take great pride and responsibility in dealing with the individual in both happy and stressful times. An HR Professional needs to have the ability to be kind and firm when dealing with people when they are at their lowest whether it’s anger due to being dismissed from a job or disappointed from being turned down for that promotion for a 2^nd time. I understand the human side and can assist a company’s executives on how best to approach and deliver the message. I have the expertise, knowledge and experience in meeting with employers or employees and dealing with delicate topics in a professional manner. Taking the proper approach in delivering information can make all the difference in setting the company tone and culture.

Yellow Brick Road HR Solutions was founded because I could see the need for small to medium size businesses needing access to experienced HR guidance without the cost of a full-time HR department. It was apparent that having management/executives wear multiple hats was okay until it wasn’t. Helping companies become “protected” vs. “reactive” is my goal. Most HR issues aren’t caused by bad intent; they are caused by lack of structure and consistency.

I would love the opportunity to speak with you and address your specific needs and improve your company’s road to success.

Sherri Gallant