Fractional and project-based HR expertise to meet your needs.

How Fractional HR works for your company.

1

Onboarding

During onboarding, we listen deeply to your values, concerns and business goals. Coupled with an understanding of your goals and pain points, we can immediately begin to make an impact.

2

Initial Sprint

With an action plan in place, it’s time to get to work. We quickly work to meet your goals and exceed expectations.

3

Assess and Repeat

Time to revisit the action plan. Here we can address 2nd stage activities, share pain points, and decide on the next highest impact areas to target.

"We value our culture and wanted to ensure Fact HR would be additive to our success. We received personalized recommendations that fit our team or business needs needs."

— FRED L., CLIENT

FAQs

Are we big enough for a fractional HR director?

While every business has different needs, the answer is almost always yes. Whether it’s adding needed structure and standards to a hiring process or doing a compliance audit, our HR professionals can quickly provide customized solutions that build culture, enhance performance and protect your business.

Do I need a full-time or fractional HR?

The answer is always “It depends.”

As a rule of thumb, we recommend a full-time HR Generalist for every 70-150 employees. But there are other things to consider.

  1. How fast is your business growing? Maybe onboarding a full-time HR employee at 50 employees makes sense if you will hit 70 employees in the next 3 months.

  2. What is your industry like? Do you work in an industry with strong regulatory and/or compliance requirements?

  3. Is your business technical?

  4. What work will fall under the position? Is the work strictly HR, or do other functions fall under it such as payroll? Is there administrative support?

  5. How much support do you feel the employees need? Are they dependent on HR to be available daily?

If you are answering “yes” to 1 or more of these questions, you may benefit from a full-time HR consultant or hire.

Is there a feeling that you are being reactive instead of proactive?

This is a common feeling for small and growing companies. While you are trying to lead your company, you’re also being asked to address a variety of employee related issues that might not feel terribly consequential, a series of misses or slow reactions can be detrimental to your culture and employer brand.