Ongoing support

Senior HR judgment, sized to what you actually need

A full-time HR director runs $110,000 to $180,000 before benefits, and a VP of People considerably more. Sometimes that hire is right. Often what you need is the judgment, not the headcount — or you need it for six months, not forever.

Talk through what fits

If you don't have HR

Fractional HR. I'm your HR function — on a monthly retainer, with defined hours and published response times.

Tier	Best for	Response time	Monthly
HR Essentials	Up to 25 employees, one or two states	1 business day	$1,200–1,600
HR Partner	25–100 employees	1 business day · 4 hours if urgent	$2,800–3,800
Fractional HR Director	100–350 employees, multi-state	4 business hours · same day if urgent	$4,800–6,800
Fractional CHRO	350–1,000 employees, multi-state or global	Same day · 2 hours if urgent	$7,600–14,000

Where you land in the range depends on headcount, how many states you're in, and how much is currently unresolved. I'll give you a firm number after one conversation — not a proposal three weeks later.

Add $200/month per US state beyond the first two. Add $400/month per country outside the US. A 12-month commitment reduces the monthly fee by 12%.

If you already have HR

Then you don't need me to be your HR department. You need capability your team doesn't have, capacity it doesn't have room for, or cover while a seat is empty.

Backup for an HR team of one

Somewhere for your HR manager to take the calls they shouldn't make alone — senior-level terminations, investigations, accommodation disputes, multi-state questions. I work with your person, not around them, and they keep the relationship with the business.

$2,800–3,800/month

Interim HR leadership

Your HR leader left or is on leave and the search will take four months. I run the function three or four days a week, keep compliance moving, support your managers, and hand over cleanly to whoever you hire — including helping you hire them.

$9,600–20,000/month

Project capacity

Your team is competent and underwater. Comp structure, pay equity, career frameworks, multi-state compliance mapping, handbook rebuilds, HRIS implementation, M&A due diligence, reductions in force. Fixed scope, fixed fee.

$4,000–60,000 per project

Larger engagements are staffed with more than one person. I work with a bench of experienced HR professionals and bring them in as scope requires, while remaining your point of contact and accountable for the work and the relationship.

What's included at every tier

Someone to ask

Unlimited questions within your hours, by email or shared channel. This is the whole point — the questions that take me four minutes are the ones that cost you $40,000 when nobody asks them.

Policy and handbook upkeep

I maintain what I've built for you. When a law changes, your documents change, and you hear about it from me rather than from a claim.

A compliance calendar

Filings, poster updates, acknowledgment cycles, training refreshes, and state renewals, tracked for your jurisdictions so nothing arrives as a surprise.

Employee relations support

Documentation review, difficult conversation prep, manager coaching, and a second opinion before you act.

A monthly one-page report

What got delivered, what's open, what's coming, and what's due. You should never have to wonder what you're paying for.

Published response times

One business day for routine questions. Four business hours for anything urgent — an active termination, a safety issue, an agency deadline, or a credible harassment allegation.

Remote-first, working with employers nationwide. I cover multi-state compliance across all fifty states — see how that works.

How the retainer actually works

I'd rather be direct about this than have you discover it in month three.

You're buying availability, not a block of hours. Your agreement sets a monthly capacity based on your size and what's going on. Most months you won't get near it. In a bad month, having me already engaged is the entire point.
I track time and you can see it. 15-minute increments, records available whenever you ask. No mystery about where the month went.
I tell you before you go over. You get a heads-up well before you hit your capacity, and I never bill beyond it without your written approval first.
Unused capacity doesn't roll over. The fee buys readiness. If you'd rather pay only for time consumed, a prepaid block of hours is a better fit than a retainer, and I'll tell you that on the call.
If you're consistently over, we move you up a tier. I'm not going to quietly bill overage every month instead of having the conversation.
Big projects are separate. Compliance audits, handbooks built from scratch, compensation studies, pay equity analyses, investigations, reductions in force, HRIS implementations, and training design all need their own scope and fee. I'll tell you when a request crosses that line before I start.

What a retainer doesn't cover

Being clear about this is part of the service, not a limitation of it.

Legal opinions, legal review, or representation before a court or agency
Payroll processing, tax filings, or tax advice
Benefits brokerage or plan selection
Recruiting and candidate sourcing — available as a separate project
Anything requiring me to be physically on site. I work remotely, full stop.

I'm an HR consultant, not an attorney. A large part of my value is knowing exactly when you need one and what to ask them — which makes that conversation a great deal shorter and cheaper than it would be otherwise.

Questions people ask

Can we start smaller and move up?

Yes, and most people should. Start at Essentials or with a risk review and let the work tell us what you actually need. Guessing high wastes your money and guessing low wastes both our time.

What if we need you for something huge in month two?

Then we scope it separately and I quote it. Your retainer covers ongoing advisory, not a reduction in force. Keeping those separate protects you from a surprise invoice and protects me from doing a $15,000 project for $3,000.

Is there a minimum term?

Twelve months for the discounted rate. Month-to-month is available at the standard rate. After the minimum term it's 30 days' notice either way.

Is it just you? What happens if we need more capacity?

I'm your point of contact and I stay accountable for the work — but this isn't a one-person shop. I work with a bench of experienced HR professionals I bring in when the scope calls for it: a second set of hands on a large project, support during an investigation, or additional capacity when a client grows faster than expected. You're never handed off to someone you didn't hire, and everyone who touches your work is under the same confidentiality and data protection obligations I am.

Not sure where you stand?

A free 30-minute risk review. You describe what's going on, I name the two or three things I'd fix first. No pitch deck, no obligation.

Book a free 30-minute risk review

Or call 786-570-0972 · [email protected]