An HR executive and workforce manager rolled into a single retained role. Full compliance coverage, direct employee support, and the systems that make people operations work. At less than half the cost of hiring an in-house HR manager.
The HR Business Partner is a fractional HR department embedded in your business. One role that replaces what a full-time HR director would do, without the salary, the benefits, the office, or the fixed overhead.
The work spans two functions that most growing businesses can't justify hiring separately. HR Executive: compliance, policy, classifications, the strategic people decisions that determine legal exposure and culture. Workforce Manager: the day-to-day employee experience. Mediation, scheduling, performance management, terminations. The moments where things either go cleanly or get expensive.
Your HR Business Partner is the single point of contact for every employee. They run the compliance sweep every month. They draft the policies. They take the difficult call at 9 PM. They sit in on the termination meeting. They write the response to the unemployment claim. The work that turns having employees into managing them.
Every retainer is organized around three outcomes that define what real people operations looks like inside a small to mid-sized business.
Labor law currency reviewed monthly. Classifications audited (employee vs. independent contractor, exempt vs. non-exempt). Multi-state employment law navigated. Documentation that holds up if it's ever tested by a regulator, an attorney, or a former employee with a complaint.
Your team has a single HR point of contact who isn't you. Mediation, performance issues, compensation questions, scheduling disputes: all routed through a professional. Owner gets the time back. Employees get someone who has the bandwidth and training to listen.
Employee handbook. Staff operating manuals. Onboarding from day one through day thirty. Termination process documented and rehearsed. Performance reviews that happen on a cadence. The infrastructure that lets you hire your tenth, twentieth, fiftieth employee without rebuilding the wheel.
One monthly retainer covers strategic HR oversight, workforce management, compliance, and direct employee support. Three-month minimum. No tiered upsell. The work is what it is.
For businesses that aren't ready for a retainer, or that need a specific situation handled without committing to weekly engagement. Each engagement is scoped on a discovery call, then delivered as a complete piece of work. Different situations require different investment, and accurate scoping starts with a conversation.
The high-stakes transitions in any employee's time with you, and how to handle each with structure.
A custom onboarding system from day one through day thirty: checklist, welcome materials, 30/60/90-day plan templates, manager training, and the paperwork bundle. Designed to make new hires stick.
Begin with a CallWhen you have to let an employee go and need it done cleanly. Situation review, letter drafting, attendance at the termination meeting, and complete documentation for legal defense.
Begin with a CallStructured exit conversation with a departing employee, plus a written analysis identifying themes and retention recommendations.
Begin with a CallThe paper trail and policy infrastructure that protects your business, built or audited before exposure happens.
A comprehensive audit of your current HR state. Policies, classifications, documentation, and compliance reviewed. You receive a prioritized recommendations report.
Begin with a CallConfidential review with optional secret-shopper observation. Evaluate employee performance, identify compliance gaps, and surface policy issues without alerting your team, then resolve quietly before any of it becomes public exposure.
Begin with a CallWhen you need to terminate an underperforming employee but the documentation isn't there. Custom Performance Improvement Plan, manager coaching on the conversation, and 30/60/90-day follow-ups to build a legally defensible record.
Begin with a CallThe nuanced, high-stakes problems generalist HR consultants don't take on.
When a complaint (harassment, discrimination, misconduct, or retaliation) requires formal investigation. Intake, witness interviews, document review, written findings report, and legal coordination where needed. Scoped per engagement; pricing reflects the complexity of the situation.
Begin with a CallFor businesses where family members work together and friction is affecting operations, customer service, or the bottom line. Confidential individual interviews with each family member, mediated 90-minute family meeting, and written employment agreements that protect the business and the relationships.
Begin with a CallThe first eight weeks are intensive by design. This is when the HR function gets built from current state to operational. After that, the cadence settles into weekly owner check-ins and sustained employee support.
A fractional HR department is a meaningful investment of trust and capital. It works exceptionally well for the right kind of business and is the wrong fit for others. Honest filtering before the call respects everyone's time.
A discovery call is forty-five minutes. We use it to understand your business, walk through your current HR setup, and decide together whether the retainer is the right fit. No pitch deck. No pressure.
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