You will get a California Pay Data Reporting (SB 1162) Review & Support
Project details
California Pay Data Reporting is more complex than it looks. Between Box 5 wages, hours worked, job categories, and establishment alignment, most companies find themselves second guessing their data and approach.
I’ve worked through these challenges in real environments where data isn’t always clean, systems don’t align, and reporting requirements don’t fit neatly into how the business operates.
This project is designed to help you make sense of what you have, identify gaps, and move forward with a clear, practical approach.
I will work with you to align your data, clarify key decisions, and build a reporting structure that supports accurate submission. This is not a template exercise—it’s a structured, step-by-step process grounded in how pay data reporting actually works.
You’ll walk away with a complete, well-organized report, a clear understanding of how it was built, and—if needed—a plan to improve data collection for future reporting cycles.
I’ve worked through these challenges in real environments where data isn’t always clean, systems don’t align, and reporting requirements don’t fit neatly into how the business operates.
This project is designed to help you make sense of what you have, identify gaps, and move forward with a clear, practical approach.
I will work with you to align your data, clarify key decisions, and build a reporting structure that supports accurate submission. This is not a template exercise—it’s a structured, step-by-step process grounded in how pay data reporting actually works.
You’ll walk away with a complete, well-organized report, a clear understanding of how it was built, and—if needed—a plan to improve data collection for future reporting cycles.
Project Type
Business Consulting, Human ResourcesWhat's included
| Service Tiers |
Starter
$950
|
Standard
$1,850
|
Advanced
$3,500
|
|---|---|---|---|
| Delivery Time | 7 days | 10 days | 14 days |
Number of Revisions | 1 | 1 | 2 |
Optional add-ons
You can add these on the next page.
Additional Data Review
(+ 5 Days)
+$350
Additional Consultation
(+ 3 Days)
+$150
Employee/job mapping support
(+ 5 Days)
+$400About Maggie
HR Consultant | Multi-State Compliance & HR Systems
Charlotte, United States - 11:59 am local time
Most of my work sits at the intersection of systems and people—multi-state compliance, HR systems, and building processes that actually hold up in real operations. I’ve spent the last 19 years working across manufacturing, services, and hospitality environments, often stepping into situations where things are growing quickly and not fully aligned.
What makes my approach different is that I don’t just build the structure—I pay attention to how it feels to work inside it. Culture isn’t created by programs alone. It shows up in the small, day-to-day interactions—how leaders communicate, how teams connect, and whether people feel seen while still being held accountable.
I’m comfortable in complexity—mergers, HRIS implementations, and organizational change—but I tend to simplify rather than over-engineer. Clear expectations, practical systems, and a focus on what actually works.
If you’re trying to scale, clean up what’s not working, or build a stronger foundation for your team, I’m happy to connect and talk through it.
Recent Work & Business Impact
1. Brought order to HR after acquisitions—aligning teams, systems, and expectations so the business could operate consistently across locations
2. Helped scale a company from ~400 to 600+ employees across 30+ states without losing structure or control
3. Built HR processes from the ground up in environments with little infrastructure—creating clarity around roles, expectations, and accountability while keeping teams lean
4. Led a full HR system transition (Paylocity to UKG), making sure data, processes, and day-to-day operations actually worked after go-live
5. Designed compensation structures that improved retention and gave leaders clearer tools to manage performance
6. Simplified multi-state compliance—reducing risk while keeping the business flexible and operational
7. Partnered directly with leadership during periods of change to align people, structure, and business goals
8. Prepared for and successfully resolved EEOC and Department of Labor cases, reducing risk and protecting the business while keeping employee relations grounded and fair
Steps for completing your project
After purchasing the project, send requirements so Maggie can start the project.
Delivery time starts when Maggie receives requirements from you.
Maggie works on your project following the steps below.
Revisions may occur after the delivery date.
Review data and identify gaps
Review what you have, identify missing pieces, and flag anything that could impact reporting accuracy.
Build structure and employee profiles
Align job categories, hours worked, wages, and employee data so everything supports accurate reporting.