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.
Purpose.
Providing Small Businesses with a Culture, Talent and HR partner with a built-in team.
People.
The right people to support your needs. Dedicated Team Members focus on achieving your goals.
Process.
We help build for your future while supporting your day-to-day functions with your HR stakeholder, Middle Management team, and Owner Operators.
Integrative HR 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
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.
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.
