People-Ops and HR Services

HR infrastructure for a multi-unit boba group.

People-ops infrastructure for a multi-unit boba shop company in Orange County. Hiring pipelines, compliance-aware terminations, and the day-to-day employee management that keeps an SMB above the line, without standing up a full HR department.

The scope

A growing multi-unit operator hits a particular moment with HR: hiring volume rises across every location, compliance gets more complex, and the day-to-day employee work starts to outgrow what any single owner or store manager can hold on the side. The opportunity is to put a real HR layer in place ahead of that curve, so growth doesn't outpace infrastructure.

The approach

The people-ops layer sits across all locations instead of one-per-store. Hiring runs as a single pipeline, applications normalize into CSV, get scored against role-specific weights, and come back as a ranked shortlist per store. Training runs through a custom LMS I built and deployed for the operator, every employee, every course, completion and audit trail in one admin view.

CSV-normalized applicant pipeline across every Orange County location
Hard filters (age, scheduling, hours) before weighted scoring kicks in
Per-role weight sets, barista vs. shift lead vs. assistant manager
Custom LMS for new-hire training, store policies, and ongoing certifications
Compliance-aware termination protocol with documented trail
HR contact through a shared inbox with PII protocol enforced

Why it matters

A boba group of this size doesn't have the headcount to support a full HR department, but it carries every legal exposure that a bigger company carries. The embedded people-ops layer gives the owners the predictability of a real HR function, at a fraction of the cost and without losing the connection to the floor.

HR infrastructure for a multi-unit boba group.

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