Find the right fit for what you need.
Not every situation calls for the same level of involvement. Some things need a quick, experienced eye. Others need a steady partner over time. Here's how most engagements take shape.
Scope and pricing are based on what you actually need — complexity, urgency, and level of involvement. Most things start with a short conversation.
01 — Quickest path
Ad Hoc
Focused guidance on a specific situation — without ongoing involvement. A clear start and finish, built around one question or decision. Best when you need experienced HR judgment quickly for a defined issue.
Best for
- A second opinion on a high-risk employee situation
- Termination risk or documentation review
- A compliance or policy question
- Coaching a manager through a hard conversation
02 — Steady partnership
Ongoing Advisory
Context, continuity, and senior HR perspective as things evolve — not just for one issue, but across everything that comes up. Often structured as a retainer or regular advisory cadence.
Best for
- Managing complexity through growth or transition
- Consistent escalation guidance and risk support
- Org design and leadership development over time
03 — Scoped build
Project-Based
Defined scope work with clear deliverables tied to a specific system, process, or program — built with an implementation plan and milestones. Best when you need to build or improve a specific capability.
Best for
- Policy and compliance framework development
- Performance management system design
- Manager training programs and toolkits
- HRIS selection and implementation
04 — Embedded leadership
Fractional HR Leadership
Senior HR leadership embedded in your organization — without a full-time hire. Strategy and hands-on execution, structured as a part-time or defined-term engagement for as long as you need it.
Best for
- Acting Head of HR during a transition or growth period
- Building HR infrastructure from the ground up
- Multi-state compliance stabilization
- Developing and mentoring an internal HR team
That's completely fine.
Most people aren't sure before we talk. Share what's going on and we'll figure out the right level of support together. The first conversation is just that — a conversation.