Engagement Elevation Solution
FRACTIONAL HR & HR LEADERSHIP
HR can be complicated and time-consuming, and many organizations lack the necessary time and resources to manage it effectively.
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Organizations often reach out when:
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HR responsibilities are spread across too many people
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Leaders aren't sure how to handle employee issues
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Policies and processes exist, but aren't working well
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HR is reactive instead of strategic (if they have HR in place)
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Concerns exist about HR compliance
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Growth is outplacing internal capacity
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We will help bring clarity, consistency, and confidence to how people are managed and supported in your organization. ​
HOW WE HELP
InfluenceHR can help:
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Build and bolster your HR function through Fractional HR Leadership.
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Coach and mentor HR professionals in departments of one, none or few to avoid burnout and be strategic and effective.
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Complete HR projects that there isn't internal bandwidth or expertise to complete such as such as employee handbooks, career paths, investigations, onboarding strategy, offboarding or outplacement assistance, and more.
ABOUT FRACTIONAL HR
Fractional HR leadership helps bring clarity, consistency, and confidence to how people are managed and supported—without adding a full-time role. It is strategic guidance combined with practical execution, scaled to what your organization needs.
What We Mean by Fractional HR Leadership
Focuses on:
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Providing an experienced perspective
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Creating structure and consistency
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Supporting leaders through people decisions
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Building systems that can grow with the organization
Who This is Best For
Fractional HR is ideal for organizations who are:
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Growing or changing with 20-100 employees
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Have no HR or a small, stretched HR team
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Want leadership-level guidance without a full-time hire
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Want to strengthen how they lead or support their people
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What Fractional HR Includes:
We assess what your organization needs, but this work might include:​
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Developing or strengthening handbooks, policies, processes, and systems
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Supporting leaders with employee relations and performance issues
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Improving consistency and effectiveness of hiring, onboarding, and employee development
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Clarifying roles, expectations, and accountability
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Ensuring compliance with applicable employment laws
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Employee development
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Advising leadership through growth, change, or transition
