Hubric Resources

Hubric Resources is a human resource consulting firm based at 625 N Park Rd in Wyomissing, Pennsylvania. The practice works with small and mid sized employers across Berks County and the surrounding region, handling the HR functions that many organizations are too small to staff internally but too complex to manage without guidance. That work ranges from drafting an employee handbook to sitting in on a difficult termination meeting, and it is delivered on an outsourced or project basis rather than through software alone.

The firm is known regionally under the Reading Berks Human Resource Management name, and clients who have worked with the team for long stretches often still refer to it that way. The practical effect for a business owner is the same: a local office, staffed by HR generalists and specialists, that can be reached by phone at +1 610-670-7878 and visited in person on North Park Road.

What the Firm Does

Human resource consulting covers a wide territory, and Hubric Resources is structured to take on both ongoing responsibilities and one time projects. Common areas of work include:

• Employee handbook development, review and revision, including updates when federal, state or local employment law changes
• Outsourced HR support, where the firm functions as an off site HR department for companies without a dedicated internal team
• Policy and procedure writing: attendance, leave, remote work, social media, drug and alcohol testing, dress code and similar
• Employment law compliance guidance covering areas such as FMLA, ADA accommodation, FLSA classification, wage and hour rules, and Pennsylvania specific requirements
• Recruiting and hiring support, including job description writing, posting strategy, screening, interview structure and offer letters
• Onboarding and offboarding processes, personnel file setup and I-9 documentation practices
• Compensation review and pay structure analysis, including exempt and non exempt classification
• Performance management systems: review templates, goal setting frameworks, progressive discipline and documentation habits
• Workplace investigations into harassment, discrimination or conduct complaints
• Manager and supervisor training on topics such as interviewing, documentation, harassment prevention and conflict resolution
• Employee relations counsel, including guidance on terminations, layoffs and restructuring
• HR audits that identify gaps in records, policies and practices before they become liabilities

Not every client uses all of these. A manufacturer with a plant floor and an office staff tends to need classification help, safety related policy and supervisor training. A professional services firm may need recruiting support and a compensation review. A nonprofit may want a handbook rebuilt and an annual check that its policies still match current law. The engagement is shaped around the employer.

The Employee Handbook Work

Handbook projects are among the most visible pieces of the firm's work, and they are worth understanding in detail because the document does more than most owners expect. A handbook sets expectations for employees, but it also establishes the employer's legal position on at will employment, complaint procedures, leave entitlements and accommodation requests. Policies that were accurate several years ago may now conflict with amended statutes, newer case law or local ordinances.

A revision project typically starts with a read of the existing document, a conversation about how the company actually operates, and a list of the gaps between the two. The finished handbook is meant to be readable by the people who have to follow it, not just defensible in a hearing. Distribution, acknowledgment forms and a plan for future updates are usually part of the handoff.

Who Uses an Outside HR Firm

Businesses generally reach out at a few predictable moments. One is growth: a company crosses a headcount threshold where new laws apply, or where the owner can no longer personally handle hiring, reviews and complaints. Another is a specific problem, such as a complaint that needs an impartial investigation, a departing HR manager, or a notice from a state or federal agency. A third is planning, when an employer wants to know what its exposure looks like before anything goes wrong.

Working with an outside firm gives a smaller employer access to specialized knowledge without carrying a full time salary for it. It also provides a degree of separation that can be useful. An investigation run by someone outside the company's reporting lines carries different weight than one run by a colleague of the parties involved, and a neutral third party can deliver uncomfortable guidance to an owner or executive when internal staff may hesitate to.

Local Focus

Being based in Wyomissing matters more in HR than it might in other professional services. Employment law is layered: federal statutes set a floor, Pennsylvania adds its own rules on wages, leave and unemployment, and municipalities can add further requirements. A consultant familiar with the regional employer landscape, the local labor market and the agencies involved can give more specific answers than a national call center can. On site visits for training sessions, investigations or meetings are also practical when the consultant is a short drive away.

The North Park Road location sits in the Wyomissing business corridor, convenient to Route 422 and the Reading area, with straightforward access from most parts of Berks County.

Visiting the Office

• Address: 625 N Park Rd, Wyomissing, PA 19610
• Phone: +1 610-670-7878
• On site parking is available
• The entrance is wheelchair accessible
• The parking lot includes wheelchair accessible parking

Meetings are generally scheduled in advance, since consultants may be working at client sites during the business day. Calling ahead is the most reliable way to arrange a conversation.

Getting Started

A first conversation usually covers the size of the organization, the industry, what HR infrastructure already exists and what prompted the call. From there the firm can outline whether the need is a defined project with a clear endpoint, such as a handbook or an audit, or ongoing support on a retainer basis. Employers are often asked to gather existing documentation ahead of time, including any current handbook, job descriptions, offer letter templates and personnel file samples, which speeds up the assessment considerably.

For businesses weighing whether they need outside HR help at all, the questions worth asking are simple: when was the handbook last reviewed, are employee classifications documented and defensible, is there a written process for handling complaints, and does anyone in the organization have time to stay current on changing employment law. A short call to the Wyomissing office is usually enough to establish where things stand.