Fractional HR
Culture Operations

Fractional HR for small & mid-sized businesses attract the right talent, build a killer culture that’s engaging, and retain the best people for business success!

How much HR do I really need? How hard is it to build an intentional culture? Will HR actually help my company grow and be better?

If you’re asking these questions, we should talk ➡

Need flexible, scalable HR support?

where culture gets talent gets hr initiatives get operationalized

Purpose.

Serving small to mid-sized businesses that want an extended Culture, Talent and HR partner with a team. We provide hands-on service, support and strategy through a focus on Culture Accountability, Culture Operations, and HR Operations. We integrate to learn your business, the team and build a culture success roadmap that makes sense for the company’s lifecycle and purpose or vision.

People.

Our fully integrative packages provide an experienced Dedicated Team Member (DTM) that integrates to build and execute GamePlans as your change agent. The DTM assigned is based on focus areas, the level of integration and commitment needed. There is also a Consultant of Service Team excited to integrate and assist, either providing reactive support or as an assigned Committed Team Member for special projects or functional ownership.

Process.

Our team can operate and integrate as much or as little as the level desired. We collaborate to create and implement custom GamePlans in the areas of Culture Accountability, Culture Operations, and HR Operations to drive results and impact as an extension of your team. We provide solutions, best practices, and change management through integrative execution. We help build for your future while supporting your day-to-day functions with your HR stakeholder, Middle Management team, and Owner Operators.

Culture Operations Packages.

A partnership focused on the strategic, reactive, and integrated improvement of your Culture, Talent & HR Initiatives.

Fully Integrated packages are provided with an experienced Dedicated Team Member, Committed Team Members as needed and a collaborative team of Consultants of Service.
Quarterly Game Plans that include a collaborative and committed results-driven plan. It provides proactive partnership and reactive support in the following areas:
- Culture Accountability
- Culture Operations
- HR Operations

Download our Culture Operations Package here!

Culture Accountability.

Culture Accountability operationalizes teams and leaders within the culture.
Examples of Culture Accountability in action: 360 for Managers, Leadership & Development, Role Alignment, our Emotionally Ambitious Series, and Culture Ops Series.

This is where the rubber meets the road.

We develop people to be their best selves at every level. Developing employees, managers, and leaders is the most important investment your organization can make.

Download our L&D one-pager here!

Culture Operations.

Culture Operations is how we work with your team to put the right processes in place that support and, as we like to say, operationalize the elements of your company culture that drive recruitment, performance, productivity, retention, and results.

When your team knows your impact, everyone is a brand ambassador.

Examples of culture being operationalized effectively in your organization include: Visible company value embodiment, retention-based hiring and onboarding processes, your unique Performance Success System (PSS), company-wide culture playbooks, a clear talent strategy, and dynamic job ads.

HR Operations.

HR Operations encompasses fractional HR ownership and support in order to build the right processes and mitigate HR risks in your company.

Responsive vs Reactive. Doing it right.

HR Operations is often relegated to a reactive needs bucket. When done right, HR Operations can be responsive instead of reactive with a clearly defined HR infrastructure build.
Examples of HR Ops in action include: Policy and handbook creation, delivery, and rollout, Onboarding and Separation packets and workflows, Org Chart Building, Workforce Planning and Compensation Structures.