HR administration

Restaurant HR administration for the work that piles up between shifts

The recurring people paperwork — files, onboarding, documentation, handbook — run as a process rather than as whatever fits into a spare hour.

Book an HR fit call

BOHO administers. Your restaurant decides. That split does not move.

What it covers

Six areas, one recurring cycle

Each of these is small on any given week and expensive over a year of not doing it.

Personnel files

One structure, applied consistently, with a standing view of what is missing. The point of a file is that it answers a question a year from now — most restaurant files cannot.

The monthly review checklist

Onboarding administration

The full new-hire sequence: paperwork issued, tracked, chased, and filed, with state new-hire reporting handled on the payroll clock.

Onboarding administration

Offboarding and separations

Final pay flagged for your decision, access and property recovery tracked, and separation documentation written the day it happens rather than reconstructed under pressure.

The offboarding checklist

Documentation and records

Disciplinary records, incident notes, and policy acknowledgements captured in a consistent format, so a pattern is visible while you can still act on it.

Where the boundary sits

Handbook maintenance

Customization, annual review coordination, and a flag whenever a written policy and what the floor actually does have drifted apart.

Handbook support

WOTC screening

Form 8850 screening at the point of hire and workforce-agency coordination, documented whether or not a credit ultimately follows.

What WOTC can and cannot promise

The boundary

Administration is not decision-making

This distinction is the reason BOHO can do this work without becoming a co-employer — and it is worth stating item by item.

What BOHO does not do, and what it does instead
BOHO does not	BOHO does
Decide whether to fire someone	Make sure the documentation supporting your decision exists, is consistent, and is where you can find it
Tell you whether a decision is lawful	Tell you when the question needs a lawyer, and say so rather than guessing
Conduct the conversation with your employee	Prepare the record before it and capture the outcome after it
Attest to work authorization documents	Run the I-9 workflow, track completion and re-verification dates, and keep the file
Recruit or source candidates	Take over the moment you have made the hire

Your restaurant remains the employer of record and approves payroll and employment decisions. BOHO is not a PEO, a staffing agency, or legal counsel. The full line-by-line scope is here.

Why restaurants specifically

Turnover changes the shape of the problem

Generic HR outsourcing is built around a workforce that changes slowly. A restaurant’s does not. When a room turns over a substantial share of its staff in a year, onboarding and offboarding stop being occasional events and become a standing weekly workload — one that arrives on top of a schedule already built around service.

That changes what good looks like. The valuable thing is not a sophisticated policy library. It is a sequence that runs the same way for the fortieth hire as it did for the first, and a file structure that a manager can complete correctly at 4pm on a Friday without thinking hard about it.

The second difference is tipped pay. It touches HR as much as payroll: tip policies belong in the handbook, tip-pool participation is a documented condition of a role, and a change to either is a change staff have to be told about in writing. Payroll coordination and HR administration are sold separately here but they are the same problem viewed from two ends.

FAQ

HR administration questions

Can BOHO organize onboarding, I-9 workflow administration, and personnel files?

Yes, as administration. BOHO builds and maintains the file structure, tracks what is missing, and runs the onboarding sequence so nothing is left incomplete after a busy first week. Your restaurant remains the party that physically examines I-9 documents and attests to them — that responsibility cannot be delegated to a vendor.

Keep reading