Fractional HR Business Partner
Senior Human Resources leadership, part time, for growing companies without an HR department.
Embedded Files
Signs it's time
Signs it's time
Hiring is inconsistent from manager to manager
Managers are stretched thin and burning out
Policies are missing, outdated, or not followed
An employee issue exposed gaps you didn't know you had
You need senior HR judgment, but not a full-time VP
How it runs
How it runs
Week 1, rapid intake: a 48-to-72-hour assessment of priorities, risks and quick wins
Weeks 2 to 4, stabilize: interim policies, urgent investigations, manager coaching
Months 2 to 3, build: core systems, hiring templates, improvement plans, and investigation templates
Month 3 and on, hand off or continue: train an internal owner or support a permanent hire, with playbooks and quarterly check-ins
Ways to work together
Ways to work together
Emergency support: 10 to 20 hours a week for 4 to 8 weeks
Ongoing partner: 1 to 3 days a week
Project-based: fixed fee, 4 to 12 weeks
What I take on
What I take on
Interim HR leadership
Interim HR leadership
Your HR leader, part time or by project.
Employee relations
Employee relations
Neutral, well-documented investigations and findings.
Policy & compliance
Policy & compliance
Ethics, handbooks, FMLA/ADA, state labor law.
Talent operations
Talent operations
Hiring, onboarding, retention.
People programs
People programs
Performance, improvement planning, and training.
Risk reduction
Risk reduction
HRIS and HR audits.
Case Study - Building the Bench
Case Study - Building the Bench
At two large companies, including a Northeast pharmaceutical firm, rapid change left critical roles without ready successors and high potentials leaving for clearer career paths.
What I did: Led talent calibration with the 9-box, built development plans and coached successors, and streamlined recruiting to promote from within.
Result: In one pharmaceutical division, 12 of 16 identified high potentials (75%) were promoted. High-potential retention improved 50%, and the second organization also cut recruiting and onboarding costs by 15%. Read the full case study.
Page updated
Google Sites
Report abuse