related questions


Below you’ll find answers to the questions we get asked the most about our services.

HR is a department within an organization responsible for managing the life cycle of each employee.

HR plays a significant role in developing positive business culture and improving employee engagement and productivity.

Fractional HR offers specialized support tailored to the organization’s needs. This model allows organizations to access high-quality HR experts that have expertise across multiple disciplines. 

Fractional HR is an adaptable solution to HR that provides organizations with human resources expertise on a part-time, project-based, or interim basis. Rather than hiring a full-time HR professional.

Organizations that deliver a positive employee experience have higher profits, revenue, growth, customer satisfaction, innovation, and employee retention.
Consider hiring a fractional HR service when you need HR expertise to support your organization’s growth, compliance, or specific HR initiatives.
Recruitment and staffing, workforce planning, training and development, performance management, HR technology, compensation, benefits, employee relations, legal compliance, corporate image and employer branding.
Long-term HR outsourcing provides consistent support for ongoing HR needs, while Fractional HR offers flexible expertise for specific projects or periods of growth.
Fractional HR typically involves a dedicated HR expert who works directly with your organization, while outsourced HR often entails third-party companies managing HR functions remotely without a dedicated resource.

An HR Business Partner is a Human Resources expert who proactively aligns business strategy with people management methodologies. Serving as the bridge between HR and the business, they offer guidance and assistance to managers on strategic matters and facilitate the adoption of effective, cohesive HR strategies.

You should consider hiring a Fractional HR partner when you need HR expertise and support on a part-time or as-needed basis, rather than a full-time commitment. This can be beneficial for smaller companies or businesses with fluctuating HR needs, allowing you to access professional HR services without the cost of a full-time hire.

The duration of engagement for a Fractional HR partner can vary based on the specific needs and agreement between the partner and the organization. Typically, this can range from a few months to several years, depending on factors such as project scope, ongoing HR support requirements, and the evolving needs of the organization. Flexibility in engagement duration is one of the key advantages of working with a Fractional HR partner, allowing organizations to adjust the partnership as needed over time.

The fees charged by an HR partner can vary widely based on factors such as their level of experience, expertise, the scope of services provided, geographic location, and the specific needs of the organization. Here are some common pricing models:

  1. Hourly Rate: Some HR partners charge an hourly rate for their services. Rates can range from $75 to $300 or more per hour, depending on the consultant’s experience and the complexity of the work.

  2. Project-Based Fee: For specific projects or consulting engagements, HR partners may charge a flat fee based on the scope of work. This could range from a few hundred to several thousand dollars, again depending on the complexity and duration of the project.

  3. Retainer Fee: Some organizations opt to retain HR partners on a monthly or quarterly retainer basis. Retainer fees can range from a few thousand dollars to tens of thousands of dollars per month, depending on the level of support required.

  4. Percentage of Payroll: In some cases, HR partners may charge a percentage of the organization’s payroll as their fee. This model is less common but may be used for ongoing HR management services.

It’s essential to discuss your specific needs with potential HR partners and obtain detailed proposals or quotes before making a decision. Consider factors such as the level of expertise required, the complexity of your HR needs, and your budget constraints when evaluating pricing.


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