FRACTIONAL HR LEADERSHIP
Your Business Has Grown.
HR Needs Someone to Own It.
When HR has grown beyond what an owner, office manager or payroll provider can reasonably manage, we step in to take ownership. The HR Remedy provides experienced HR leadership and hands-on support across the people, policies, processes and providers that keep your business running.
SOUTH CAROLINA • TENNESSEE • NATIONWIDE
SIGNS IT MAY BE TIME FOR FRACTIONAL HR
Are You Experiencing Any of These?
As your business grows, the people side of the business becomes more complex. HR responsibilities that once fit comfortably with an owner, manager or administrator can start requiring more time, consistency and expertise.
You're Still Handling HR Yourself
Employee questions, documentation, hiring, policies and workplace issues continue landing with you—or with someone whose primary job isn't HR.
Managers Are Making Inconsistent Decisions
Employee situations are handled differently depending on the manager, and you're increasingly being pulled in to determine what should happen.
Employee Situations Are Becoming More Complex
Performance concerns, complaints, leave requests, accommodations, corrective action or difficult conversations are requiring more HR expertise.
Compliance Responsibilities Are Increasing
More employees, additional states and changing workplace requirements are making informal HR practices harder to maintain.
HR, Payroll & Benefits Are Disconnected
Different providers and people handle pieces of the employee experience, but no one is coordinating the whole picture.
You Need HR Leadership and Ownership
Your business needs experienced HR direction and day-to-day support, but building a full internal HR leadership function doesn't make sense yet.
HR LEADERSHIP
& OPERATIONS
Keeping HR priorities, responsibilities and day-to-day operations moving in the same direction.
— Ongoing HR leadership and oversight
— HR priorities and planning
— Policies and operating practices
— Recurring HR responsibilities
— Leadership guidance
— Coordination across HR providers and systems
WHAT WE TAKE OWNERSHIP OF
Experienced HR Leadership.
Practical Support. One Point of Ownership.
You still lead the business. Your managers still manage their teams. Your payroll and benefits providers still provide their services. The HR Remedy brings those moving pieces together so HR has clear ownership.
HR ADMINISTRATION
Managing the recurring employee and HR details that keep the function organized.
— Employee records
— Personnel changes
— Onboarding and offboarding
— HRIS administration
— Employment documentation
— Leave administration
— HR workflows and recurring processes
EMPLOYEE & MANAGER SUPPORT
Giving employees a reliable HR resource and managers experienced guidance when people issues arise.
— Employee questions and concerns
— Manager coaching
— Performance management
— Documentation guidance
— Corrective action
— Difficult employee conversations
— Termination and separation support
PAYROLL & BENEFITS COORDINATION
Helping employee changes move accurately between HR, payroll, benefits and the providers responsible for each.
— Payroll changes and coordination
— New-hire and termination processing
— Benefits enrollments and changes
— Open enrollment support
— Broker and provider coordination
— Payroll deduction coordination
— Employee payroll and benefits question
POLICIES, COMPLIANCE & RISK
Building practical HR practices that support consistency and help the business manage its responsibilities.
— Employee handbooks and policies
— Documentation practices
— Leave and accommodation processes
— I-9 and E-Verify support
— Worker classification considerations
— Multi-state HR considerations
— Recurring compliance responsibilities
TALENT & WORKFORCE PLANNING
Helping the business build and develop the workforce it needs as it grows.
— Recruiting support
— Job and role structure
— Performance practices
— Manager development
— Workforce planning
— Succession planning
— Retention strategies
WHAT FRACTIONAL HR MEANS
Fractional HR Isn't “Part-Time HR.”
YOU MAY ALREADY HAVE...
PAYROLL PROVIDER
Processes payroll and maintains payroll records.
It's the level of HR leadership your business needs, without requiring you to build the entire function internally.
BENEFITS BROKER
Helps manage insurance plans and carrier relationships.
Fractional HR gives your business access to experienced HR leadership and hands-on support based on what the business actually needs. Instead of hiring separate people to handle strategy, employee relations, compliance, payroll coordination, benefits administration and HR operations, those responsibilities can be supported through one coordinated HR relationship.
​
The scope can grow and change with the business. Some periods require more employee relations support. Others may involve hiring, compliance, payroll, benefits, systems or manager development. The relationship adjusts as your HR priorities change.
HR SOFTWARE
Stores employee information and supports HR workflows.
We help coordinate what happens when an employee is hired, promoted, takes leave, has a performance issue, changes benefits, works in another state or leaves the company—so the people, processes and providers involved aren't operating in isolation.
THE HR REMEDY
Connects the HR Decisions Behind Them.
Fractional describes how you access HR leadership—not how seriously HR is managed.
In simple terms:
You gain an HR function without having to build every part of that function inside your company.
We don't have to replace the systems and providers that already work for your business.
We help make sure HR works across them.
We Don't Replace What Works. We Make It Work Together.
HOW WE WORK WITH YOUR EXISTING TEAM
Most growing businesses already have pieces of HR in place. The challenge is that those pieces often operate separately. We work across your internal team, managers, providers and systems to create clear HR ownership and keep responsibilities connected.
OWNER / LEADERSHIP
Business direction • Decisions • Priorities
MANAGERS
People leadership • Performance •
Day-to-day decisions
Guidance • Coordination • Support • Follow-Through
PAYROLL PROVIDER
Payroll processing • Tax reporting • Payroll records
INTERNAL HR / ADMIN
Administration • Records • Recurring processes
HR SYSTEMS
Employee data • Workflows • Technology
CLARIFIES OWNERSHIP
CONNECTS THE PIECES
GUIDES & FOLLOWS THROUGH
Who is responsible for what—and what happens next.
Keeping managers, internal staff, providers and systems aligned.
Helping turn HR decisions into completed actions, documentation and processes.
Already Have Someone Handling HR Administration?
That's okay. Fractional HR leadership can provide the senior-level guidance, structure and expertise behind your office manager, HR coordinator, payroll administrator or internal HR team—without replacing the people who already know your business.
The goal isn't to replace good people. It's to give them the HR leadership and support they may be missing.
Everyone keeps doing what they do best.
HR finally has someone connecting the whole picture.
From Reactive and Scattered to Clear and Coordinated
WHAT CHANGES WHEN HR HAS AN OWNER
BEFORE
AFTER
The difference isn't simply having more HR support.
It's having someone responsible for seeing the whole picture and keeping it moving.
Employee issues become emergencies
Problems often reach leadership after they've escalated.
Issues are addressed earlier
Managers know when and how to involve HR.
Leadership gets pulled into every HR issue
Owners become the default HR department.
Leadership has an HR resource to rely on
Owners can stay involved where needed without personally managing every HR detail.
Payroll, benefits and HR operate separately
Employee changes don't always move smoothly between providers.
The HR operation is coordinated
HR helps connect employee changes across people, systems and providers.
HR practices stay organized
Policies, documentation and recurring responsibilities receive ongoing attention.
Documentation and policies fall behind
HR practices get updated only when something forces the issue.
Managers handle situations differently.
Decisions depend on who is managing the issue.
Managers have consistent guidance
Leaders have an HR resource to help them respond appropriately.
HR responsibilities are scattered
No one person owns the full HR picture.
HR ownership is clear.
Responsibilities, priorities and next steps have an owner.
WHO IT'S BEST SUITED FOR
Fractional HR Works Best When Your Business Needs More HR Leadership—Not Necessarily More Headcount.
There's no single employee count that determines when fractional HR makes sense. The better question is whether the HR responsibilities, decisions and risks in your business have outgrown the way they're currently being managed.
It's, “Has HR become important enough that someone needs to own it?”
YOU DON'T NEED TO WAIT UNTIL HR IS IN CRISIS.
Fractional HR can also make sense when the business is doing well—but you can already see that the current way of managing HR won't support where the company is going next.
Growing, Owner-Led Businesses
HR responsibilities have expanded beyond what the owner or leadership team can reasonably continue managing themselves.
Businesses Without Internal HR Leadership
You need experienced HR oversight and direction, along with someone who can help move the day-to-day work forward.
Businesses With HR or Administrative Support
You already have an HR coordinator, office manager, payroll administrator or similar role—but that person needs senior-level HR guidance behind them.
Multi-State or Increasingly Complex Employers
More employees, managers, locations or states are creating HR responsibilities that are becoming harder to manage informally.
Businesses Preparing for Growth
You want stronger HR structure, processes and management practices in place before the next stage of growth adds even more complexity.
The question isn't simply, “Are we big enough for HR?”
PROFESSIONAL SERVICES
CALIFORNIA
~75 Employees
Growing Business • Fractional HR
THE RESULT
A Functioning HR Department Without Adding an Internal HR Leader.
Leadership regained time while employees and managers gained a consistent HR resource.
THE HR REMEDY PROVIDED
Employee Relations
Manager Coaching
Policies & Compliance
Onboarding & Offboarding
Benefits Administration
Ongoing HR Support
When HR Outgrew the Owner-Led Model, We Stepped In
A growing professional-services company had reached the point where HR could no longer remain one of many responsibilities competing for leadership's attention. The business needed HR ownership, structure and ongoing support.
CLIENT SUCCESS
THE SITUATION
With approximately 75 employees, the company had outgrown its owner-led approach to HR. Employee needs, manager questions, benefits, policies and compliance responsibilities required more consistent attention than leadership could continue providing while running the business.
WHAT THE HR REMEDY TOOK ON
Employee Relations
Policy Support
Onboarding & Offboarding
HR Compliance
Benefits Administration
Manager Coaching
Getting HR Support Shouldn't Be Complicated
HOW AN ENGAGEMENT STARTS
A simple, structured process helps us understand what's happening, determine what support makes sense and begin addressing the HR priorities that matter most.
03
02
Tell us what's going on, what's working and where HR is becoming difficult to manage.
Understand
Define
Begin Support
We learn how HR operates today, who's handling what and where the immediate needs or gaps are.
Together, we establish the priorities, scope of support, responsibilities and the right way to work together.
We put the plan into action and begin taking ownership of the agreed HR responsibilities.
Need a clearer picture before deciding what support you need?
Workplace Clarity™ can help identify what's happening across HR, what needs attention first and what can wait.
04
01
Conversation
Questions Before You Get Started?
FRACTIONAL HR FAQs
You don't need to understand every detail of fractional HR before reaching out. Here are answers to some of the questions business owners ask most often.
Fractional HR simply means you have experienced HR support without having to build an entire HR department inside your company. We can step in and handle the areas where you need help—whether that's employee issues, manager support, compliance, policies, payroll and benefits coordination, recruiting or the day-to-day HR work. Every business is a little different, so we build the support around what you actually need rather than giving you a one-size-fits-all package.
The biggest difference is the relationship and the level of ownership. A payroll company or PEO may already handle things like payroll, benefits, technology or certain compliance services—and we're happy to work with them. Our role is to look across HR as a whole. When an employee issue comes up, a manager needs guidance or something changes that affects payroll, benefits and HR at the same time, you have someone who understands your business and can help connect those pieces.
That really depends on what your business needs. Some clients need us involved regularly in day-to-day HR, while others may need more support during hiring, employee issues, periods of growth or other changes in the business. We'll talk through what's happening before we begin, agree on the priorities and scope, and make sure you're clear about what we'll be handling. If your needs change over time, we can revisit that together.
Absolutely. If you already have providers you like, there's no reason to change them just because you're working with us. We can work directly with your payroll company, benefits broker and HR systems and help make sure information gets where it needs to go. In many businesses, the providers aren't the problem—the missing piece is having someone on the HR side connecting everything.
Yes. We work with businesses that have employees in multiple states, and we can help you manage the additional HR responsibilities that come with that. That may include policies, employee changes, onboarding, leave, payroll coordination and other state-specific considerations. And if something comes up that requires legal advice rather than HR guidance, we'll tell you. Part of good HR support is knowing when another expert needs to be brought into the conversation.
That's completely fine—and it can actually work very well. You may already have an HR coordinator, office manager, payroll administrator or someone else who knows your employees and handles the day-to-day details. We don't need to replace that person. We can provide the experienced HR guidance behind them, help with more complex situations and give them someone to turn to when they're unsure how to handle something.
There can absolutely come a point when hiring someone internally makes more sense. If your company grows to where the volume and complexity of HR work really requires a dedicated person or team every day, we'll tell you that. Fractional HR doesn't have to be the forever solution. In fact, if you eventually outgrow us, we can help you figure out what role you need, hire the right person and make the transition. The goal is to make sure your business has the right HR support for where it is now—and where it's going next.
