FRACTIONAL HR SUPPORT
Senior HR, one defined scope. No hire. No seat.
For companies with HR work to do and no HR team. Or an HR person who wants a senior partner.
Book 15 minutes
We ask about your business. No pitch. If we do not see a fit, we say so.
George Zamora, Co-Founder
- 17 years
HR and operations
- SHRM-SCP
Certified
- Lean Six Sigma
Black Belt
- Languages
English and Spanish
WHEN IT FITS
Expansion, a transition, pay and jobs, or a compliance date.
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01
Expansion.
A new site, a new business, or a new state.
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02
A team in transition.
A new owner, a new leader, or the HR person left.
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03
Pay, jobs, and reviews.
Job descriptions, pay, and reviews live in separate places.
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04
Compliance with a date.
A handbook written for a smaller company than the one you run now.
Employee relations, development, and structure.
- Employee relations. Discipline systems and performance management. A process the next manager can follow without us.
- Learning and development. Leader coaching and team development for the people who run a site, a shift, or a department. Built in your context, in English or Spanish.
Team development, in depth → - People strategy. Structure: who reports to whom, what each seat owns, and what the org chart needs to look like before the next hire.
HOW IT RUNS
Five steps. The terms are in writing first.
- 01The conversation.
- 02The inventory. What exists in writing, and what does not.
- 03The scope and one number. A first scope with a close-out. One flat number from the inventory.
- 04The work. We do it.
- 05The close-out. What was built, who owns it. A monthly retainer only if there is more work. If not, it ends there.
Eleven questions before the call.
- Is it a retainer? Not at first. The first engagement is a defined scope with a close-out. One flat number for the scope. If a retainer follows, one flat number a month. The full terms are in the proposal before you sign.
- How is the number set? From the inventory. The scope sets the number, not your headcount and not an hourly rate. You see the number before you sign.
- We already have an HR person. We work with them, not around them. The calls that are theirs stay theirs. We take the pieces they do not have hours for. When they want a second opinion, we bring it with the record behind it.
- We use a PEO. Keep it. The PEO, the co-employer that runs your payroll and benefits, keeps that work and its own compliance work. We do the work the PEO does not: the record behind a people decision, the structure, the training, and the handoff. The decisions stay yours.
- Will this slow us down? The inventory is the one part that needs your time, and it is a list, not a project. We carry the rest.
- We have no job descriptions at all. That is a normal starting point. The inventory begins with what people do today, written down for the first time.
- The HR person left. What happens first?
- 01The department HR serves comes first. The payroll calendar is confirmed with your provider. Files get found. Open items get a list and a date.
- 02The inventory says which gap is bigger: compliance, or continuity, meaning what keeps running when a person leaves.
- 03Compliance first, or continuity first. If continuity, we build what the next person takes over: the files, the calendar, the process.
- We need a full-time HR seat, and we know it. Hire it. We can define the role and the handoff, then step back.
- We need one document and nothing behind it. A handbook or a single policy on its own: a template service or your PEO's library covers that. If the document has to fit how your company runs now, that is our work.
- Have you done this in a company like ours? Seventeen years of this work inside companies. Ask about yours on the call. If the fit is not there, we say so.
- Do you give legal advice? No. We work alongside your attorney. Legal questions stay with counsel. We bring the question to counsel early and hand over what counsel asks for.
BEFORE A PEOPLE DECISION
A record before a decision.
No decision about a job rests on an opinion alone. The record comes first, and the decision stays with you and your counsel.
The two rules.
- 01A record before a decision. Before a decision about a role, the inventory comes first: what the role does, what it returns to the business, and what the records show. The decision rests on that record.
- 02A hunch is a question, not a decision. An owner often knows something is off. We build the measure of the job, so the record shows whether your gut matches what we are seeing, or not.
BEFORE YOU FORWARD
What we do not do.
Recruiting, benefits, payroll, immigration, or legal opinions.
- 01Recruiting. We do not source, place, or take a fee on a hire. We help write the job and the interview guide, then hand them over.
- 02Benefits brokerage. We do not sell or place plans. Your broker keeps that work.
- 03Payroll processing. We do not run payroll. Your payroll provider or PEO, the co-employer that runs your payroll and benefits, keeps that work.
- 04Visa and immigration. Nothing in that area. It stays with immigration counsel.
- 05Legal opinions. We do not give them. Your attorney keeps that work.
One sentence to send with the link: This is senior HR for one defined piece of work. No hire. He works with your attorney, not instead of them.
START HERE