For HR & Employers
An HR practitioner who happens to run a notary practice.
Most HR teams find this practice through I-9 verification — federal Form I-9 Section 2 completion for remote DFW employees, handled by someone with 20+ years of HR and People Operations leadership. The I-9 work is what brings new HR partners in. The breadth of employment-related notary work is what keeps them.
Active Director of People Operations · PhD Business + MBA · 20+ Years HR Leadership · Form I-9 Fluent · $1M E&O Insured · Background Screened
The Entry Point
I-9 verification, done right.
Remote and hybrid hiring has made authorized representative I-9 verification a routine HR need. For a new hire in the DFW Metroplex, the typical workflow looks like this: HR sends the partially completed Form I-9 with Section 1 already done by the employee, the in-person inspection happens within 1–2 business days, Section 2 is completed accurately, and the form returns to HR within one business day of the appointment. Per-verification or volume agreements depending on hiring patterns.
What HR teams typically tell us they care about: knowing Section 2 will be completed correctly the first time, having a predictable scheduling rhythm, getting clean documentation back, and not creating I-9 audit exposure. The HR background — current active service as a Director of People Operations, 20+ years of HR leadership, graduate-level instruction in talent leadership — exists because that’s the bar HR audiences set for a vendor handling federal compliance work.
Beyond I-9
The other notary work HR teams send our way.
I-9 verification is usually the first engagement, but HR teams have a steady cadence of other documents that benefit from a notary they already trust. Most of these are quick, scheduled within the existing relationship, and invoiced together with the I-9 work.
Executive employment documents
Senior-level employment agreements, signing bonus acknowledgments, equity grant letters, restricted stock unit awards, and other executive compensation documents requiring notarized signatures.
Separation & severance
Severance agreements, separation acknowledgments, mutual release agreements, and confidentiality agreements requiring notarized signatures. Discretion appropriate to sensitive transitions.
Benefits & retirement
401(k) and pension beneficiary forms, spousal consent forms for benefit elections, HSA and FSA documentation, and other benefits-related notarizations that come up in regular HR operations.
I-9 reverification
Reverification of expired work authorization, Section 3 supplemental updates, document re-inspection for compliance audit responses, and Form I-9 completion for rehires within three years.
International HR documents
Employment verification letters destined for foreign embassies, work authorization affidavits for international assignments, and apostille handling for HR documents traveling abroad.
Authorization & consent
Background screening authorization forms, drug testing consents, employment authorization documents, and other forms that come up in onboarding and ongoing employment compliance.
Why the Background Fits
An HR person who happens to do this work.
Most mobile notaries are notaries first who occasionally encounter HR documents. The relationship here runs the other way. Twenty-plus years of HR and People Operations leadership — Talent Acquisition, Total Rewards, Employee Relations, HR Compliance — across companies of varying size and industry. Currently active as a Director of People Operations and as a graduate-level instructor of Talent Leadership. The notary practice exists alongside the HR practice, not in place of it.
For HR teams, this means working with a notary who already speaks your language. We don’t need to explain what an offer letter is, why a Section 2 needs to be completed within three business days, or why over-documenting an I-9 creates antidiscrimination risk. The conversation starts at the operational layer rather than the foundational one. Vendor relationships move faster when the vendor doesn’t need to be educated.
It also means honest sympathy for the constraints HR teams operate under — limited budgets, compliance scrutiny, the pressure to support hiring velocity without compromising quality. The pricing structure, scheduling rhythm, and invoicing approach reflect what HR actually needs from a vendor relationship, not what’s most convenient for a notary practice.
Vendor Readiness
The vendor onboarding basics, ready when you are.
HR teams have vendor onboarding processes for a reason. Below are the standard items procurement and finance teams ask for, all available without delay.
Form W-9 on file
Current W-9 ready to provide before the first invoice. Business entity registered in Texas, EIN issued, TIN matched.
Insurance certificates
$1M Errors & Omissions, $500K Cyber Liability, $1M/$2M General Liability — all current. Certificates of Insurance provided on request.
Background screening
NNA-screened to current standards. Additional employer-specific background checks accommodated when required by your vendor onboarding process.
Net-30 invoicing
Standard Net-30 terms for HR teams with established procurement workflows. Monthly consolidated invoices for volume agreements; per-engagement invoices for one-offs.
How We Work Together
Operational rhythm.
For one-off needs, the workflow is straightforward: HR sends the assignment, the appointment is scheduled, the work is completed, the invoice arrives. For ongoing volume relationships, an intake call sets up a few specifics: how assignments come in (email, shared inbox, applicant tracking system integration where possible), who at HR receives the completed documents, how often invoices arrive, and what reporting if any helps your team track activity.
The default communication rhythm is responsive but not intrusive — assignments acknowledged within a few business hours, completed work documented promptly, exception cases flagged early rather than discovered late. Most HR teams find that the relationship requires very little active management once it’s set up; most contact is transactional (“here’s a new hire”) or proactive (“the September invoice is ready”), with conversations on the rare exception cases when they come up.
HR Inquiry
Send an HR inquiry.
For HR teams, Talent Acquisition leaders, People Operations practitioners, and HR Compliance staff evaluating an authorized representative for I-9 verification — and the broader employment-related notary work that follows. The form below captures what’s typically needed to onboard cleanly: company information, your role, anticipated I-9 volume and hiring patterns, and any specific procurement requirements (W-9, COIs naming your company as additional insured, vendor portal credentials, background screening documentation). For an introductory conversation between HR practitioners before any paperwork, the “Schedule an intake call” option in the hero connects to a 30-minute discovery call.
HR Inquiry Form
For complete vendor onboarding across all B2B segments — title, lending, law firms, healthcare, employers, brokers — see the centralized vendor inquiry page →
Let’s talk about whether the fit makes sense.
A 20-minute intake call covers your hiring patterns, your current I-9 verification approach, and what a working relationship would look like. No commitment, no pressure — just a conversation between HR practitioners about whether this is a useful relationship to build.
