Fractional HR Consulting

You don't have to become an HR expert just because you hired ten people.

The hard people stuff, handled. Performance problems, pay questions, tricky conversations, and staying compliant. You call us instead of guessing.

Book a discovery call See what sounds familiar

Still escalating to the founderOne week

  1. "She has another offer. Can we go to $104K?"

    Pay

  2. "I want to let him go. Do we have enough documented?"

    Performance

  3. "Our new hire lives in a different state. What do I need to do?"

    Compliance

  4. "Two managers handled the same thing two different ways. Now what?"

    Managers

  5. "Every sensitive question still comes to me."

    Escalation

Five decisions. One person. No shared standard.

If you're the founder
You are still the policy. Offers, exits and exceptions come back to you because nobody else knows where the line is.
If you run operations
You inherited HR in pieces and were asked to "clean it up." Nobody said what clean looks like, or who owns it after.
Usually
8–25 employees. Founder-led companies that grew faster than their people processes.

Recognition

You may be here because…

Five situations that come up in first conversations. Each one is the kind of thing that shouldn't need a strategy to fix.

  1. A manager wants to terminate someone. The documentation is weak.

    UnderneathFive months of "we've talked about this" and not one dated example.

    See itSound familiar

  2. A new hire is being offered more than a tenured person with broader scope.

    UnderneathPay was set one offer at a time. There is no range to check against.

    See itSound familiar

  3. Similar employee issues are handled differently by different managers.

    UnderneathEvery manager is using good judgment. Just not the same judgment.

    See itSound familiar

  4. The company added states faster than the HR processes were updated.

    UnderneathPayroll registered the new state. Nobody checked leave, notices or postings.

    See itSound familiar

  5. Every sensitive employee question still lands with the founder.

    UnderneathThe rules exist. They live in one person's head.

    See itHow it works

If three of these sound familiar, you don't have to become an HR expert. You just need someone to call.

Sound familiar?

Click one. See what it becomes.

We've got itWe'll tell you what the role usually pays, and what we'd offer.
We've got itWe'll help you handle it the right way, start to finish.
We've got itWe'll make sure you're covered.
We've got itYour managers can call us instead of guessing.
We've got itYou call us instead of carrying it alone.

We also write the handbook, policies and reviews, and keep them simple.

How it works

We take it. We fix it. We run it.

Bring us whatever is sitting on your desk right now.

We handle the situation in front of you, and clean up what caused it.

We stay on call, so the next one doesn't land on you.

What it looks like

See it in action.

A scenario, not a case study, this is the shape of the work.

The founder of a 14-person agency spends four hours trying to figure out whether she can afford another account manager.

Yes. Here's what the role pays in your area, and it still fits your budget. I'd open it. Want us to start the search?

She'd sent one text: "Can we afford another AM?"

Fractional HR Consulting $185/hr

No separate contract, no surprise invoice, billed as you use it.

Bring us the situation

Where this work usually leads

Sometimes the work shows a different need.

When it does, it's usually one of these. Same team, same context.

Start with the situation

You don't need to know whether this is an HR problem, a manager problem or an operating problem. Bring us the situation.

We'll tell you what we think it is, and what we'd do first.

Book a discovery call How we price