HR leadership for growing firms, without the full-time hire.
We don’t just help you hire. We build the system that makes hiring, managing and retaining talent work, as your part-time people operations partner.
You keep solving the same people problem with new people
Hiring is going on, but onboarding is ad hoc, expectations differ from manager to manager, and the handbook is out of date or does not exist. Good people leave, and the same issues show up again with the next hire.
Sometimes the deeper truth is that the problem was never one seat. It is how the organization around that seat is built. Firms like this are too big to wing it and too small for an HR director.
The systems that make hiring, managing and retaining work
Every engagement is scoped to your organization. Most begin with a people operations buildout, with a first set of deliverables in place early.
Launch meeting & team assessments
We start by learning how your team works today, so what we build fits the people who will use it.
Employee handbook
A clear, current handbook that sets expectations and keeps the firm out of trouble.
Your top 3 SOPs
Written standard operating procedures for onboarding, offboarding and performance reviews, the three processes that most often cause friction.
Hiring infrastructure
A repeatable hiring process, from job descriptions to a structured 3-step interview, and a way to find and place your next key hire.
Performance management
Quarterly and annual review structures that hold up under scrutiny and help managers have better conversations.
Career development mapping
Clear paths for your people to grow, which is one of the strongest retention tools a small firm has.
Executive coaching options
Add one-on-one coaching for leaders and managers as the system takes shape.
Ongoing people partnership
A regular rhythm of check-ins, so issues are handled before they become emergencies.
Best when you keep solving the same problem with new people.
How a fractional HR engagement works
A defined start, early deliverables, and a steady rhythm after that.
We start with a conversation
We learn where hiring and retention are costing you, what you have already tried, and what success looks like.
We scope a proposal
You receive a clear proposal for fractional HR, built around your size, your priorities and your team.
Launch meeting and team assessments
We kick off together and assess how your people operations run today.
Initial deliverables
Your handbook and first three SOPs: onboarding, offboarding and performance review.
Build, support and review
We implement performance management and hiring infrastructure, coach your managers, and review progress on a regular schedule.
Built from the inside, not bolted on from the outside
Angela has led HR, designed people operations and studied organization development at Pepperdine. She approaches your people systems the way your best advisors approach your business: structurally, with an eye on how it all fits together.
Because recruiting is part of what we do, your hiring process and your retention strategy are designed together rather than handled by two different vendors.
What a working people system looks like
- Documented processes your managers can follow without guesswork
- Faster, smoother onboarding for every new hire
- Review and performance structures that are fair and consistent
- Fewer preventable departures and less turnover cost
- Hiring that is a system, not a recurring emergency
- Senior HR guidance without a full-time salary
Frequently asked
What is fractional HR?
Fractional HR means you get an experienced people operations leader on a monthly retainer instead of hiring a full-time HR director. It typically covers handbooks and policy, onboarding, performance management, compliance, compensation structure and retention strategy.
Who is it for?
Primarily solo, small and mid-sized firms, and growing people-driven businesses, that are feeling the strain of hiring and retention and have no in-house HR to lean on.
How is it different from hiring an HR consultant for a single project?
A project ends when the deliverable is done. Fractional HR is ongoing, so we act as your part-time people operations leader and keep the system working as you grow.
What will I have in the first weeks?
After the launch meeting and team assessments, your first deliverables are an employee handbook and your top three SOPs: onboarding, offboarding and performance review.
Can you also handle recruiting?
Yes. Many clients begin with a search and stay for the partnership, or the other way around. We can find and place your next key hire while we build the hiring infrastructure.
How do we get started?
Book a free discovery call. We will talk through where hiring and retention are costing you, and if we are the right fit, you will get a scoped proposal. If we are not, we will say so.
Stop solving the same problem with new people
Tell us what keeps coming back. We will tell you plainly whether fractional HR is the right next step.
A short call with Angela. No pitch deck. Or email recruiting@taitconsultingllc.com.