Build it. Then hand it back.
Most fractional HR firms want to be your HR department forever. I don't. Your HR should run inside your business, and my job is to get you there. Every engagement follows the same path, and every step moves you closer to running it yourself.
We don’t manage HR.
We mature it.
Step 1: The HR Audit (month one)
Most owners call me about one problem: a termination that went sideways, a manager nobody wants to work for, or a wage claim letter that just showed up. The audit is how we find out whether that's the only problem. I walk you through questions on all 13 HR systems, from hiring and pay to discipline and offboarding, and you get a written gap analysis and a roadmap of what to fix first.
The audit is the first month of a six-month engagement. If you'd rather do it on its own, it starts at $8,500.
Step 2: Build the foundation (months two through six)
This is where the work gets done, and I do it with you rather than hand you a binder. There are two ways to work:
Growth: One focused project a month, delivered start to finish. One month it's your handbook, the next it's job descriptions, then a pay structure or manager training. You and I pick the order from your roadmap.
Transform: Executive-level HR leadership with several workstreams running at once. Best when you're in the middle of a merger, a fast growth spurt, or a leadership change, and you need someone senior at the table every week.
Each month has a set scope. If something bigger comes up mid-month, we swap priorities or queue it. You'll never get a surprise invoice for extra hours.
Step 3: Run it yourself, with an advisor (Core)
Once the foundation is built, you don't need me building anymore. You need someone to call. On Core, your team runs HR day to day, often an internal HR person you hired once the foundation was in place, and I stay on as your advisor with a monthly call, quick answers by email, and a yearly check-up on what we built. This is where I want every client to land. It means the plan worked.
What it looks like in real life
One owner called me because of a string of bad hires. The audit turned up missing I-9s, two exempt employees who should have been hourly, and no written discipline policy. We fixed those in order over six months, then I helped him hire a less experienced (and less expensive) HR coordinator, because the foundation was already there for her to run. Today he's on Core and calls me when something new comes up.
Good to know
Who I work with: owners and CEOs of Missouri businesses with 10 to 350 employees. I work directly with the owner, not through a committee.
Engagement length: six months. Every term ends with a decision: step down to Core, keep building, or wrap up. No drifting month to month, no year-long contracts.
Payment: monthly, up front. We start on the 1st of the month after you sign.
Smaller than 15 employees? The courses are built for you. [Explore the Courses]
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