• Tailored HR Support – Choose the level of HR involvement based on your business size and needs. Many smaller businesses do not need full-time support on a regular basis. That support many ebb and flow, fractional HR allows you that flexibility.

• Support During Transitions – Ideal for companies scaling up, restructuring, or facing leadership changes.

• On-Demand HR Expertise – Get guidance on specific HR challenges without long-term commitments 

• Ease of Severability - If the consulting business arrangement ends there are no added expenses typically incurred with full time employees such as severance, unemployment liability, etc.

Cost-Effective Alternative to Full-Time HR

• Lower Costs – A fractional HR leader provides expertise at a fraction of the cost of a full-time HR executive.

• No Overhead – No need to cover salaries, benefits, or office space.

• Scalable Support – Pay for only the HR services you need, whether it's a few hours per week or project-based.

A quick example, a full-time HR leader including base salary and benefits can easily exceed $200,000 per year. The fractional model typically is 40% of that expense. Of course, that expense varies based on services necessary.

• Consultants and contingent workers - can be accrued differently than regular full-time employees and as a result are not recorded as fixed overhead.

• Streamlined HR Processes – Optimize onboarding, payroll, benefits administration, and performance management.

• Culture & Employee Engagement – Develop policies that create a positive workplace culture and increase productivity.

• HR Tech & Systems – Implement the best HR software for automation, analytics, and efficiency.

• Strategic HR Leadership – Get the insights of an HR Director or CHRO without the full-time commitment.

• Compliance & Risk Management – Ensure your business stays compliant with labor laws, reducing the risk of penalties and lawsuits.

• Talent Acquisition & Retention – Build an effective hiring strategy and improve employee retention.

• Stay Up-to-Date on Labor Laws – Compliance with state and federal regulations (e.g., FMLA, FLSA, EEOC, OSHA).

• HR Documentation & Policies – Ensure employee handbooks, contracts, and workplace policies are legally sound.

• Conflict Resolution – Mitigate employee disputes, terminations, and HR-related legal risks.