Answers to the questions
I hear most often

Fractional HR means you get a senior HR leader working with your business on a part-time or project basis — without the cost or commitment of a full-time hire. You get the same level of expertise and strategic thinking as an HR Director or VP HR, but structured around what you actually need right now.

A traditional consultant typically comes in, delivers a report or project, and leaves. Fractional HR is more embedded — I become a working part of your leadership team, understanding your business, your people, and your goals over time.

Not quite. Outsourced HR usually means handing off transactional admin to a third-party provider. Fractional HR is strategic and leadership-level — working alongside your business on the decisions that actually move things forward.

Typically the right fit for businesses between 30 and 500 employees — past the startup stage with real people complexity, but not yet big enough to justify a full-time senior HR hire.

Often, yes. An HR manager handles day-to-day operations well but may not have the seniority to sit at the leadership table or navigate complex issues. I can work alongside your existing HR team, providing the senior-level thinking they don't have.

I specialise in operational businesses — construction, logistics, distribution, manufacturing, and regulated services — and SMBs typically between 50 and 500 employees. These are businesses where the workforce is complex and the cost of getting people decisions wrong is high.

Every engagement starts with a discovery call to understand what you need. From there we agree a scope — a defined project, a set number of days per month, or an interim arrangement — with clear deliverables and handover points.

Both. Most work is a blend — remote for strategic and documentation work, on-site when it matters, such as leadership meetings, investigations, or restructuring conversations. I'm based in the Raleigh-Durham area.

Usually within a week or two of agreeing scope. For urgent interim situations I can often move faster. The discovery call is the quickest way to work out what's possible.

Rates depend on the scope, structure, and duration of the engagement. Project work, monthly retainers, and day-rate interim arrangements are all priced differently. I'm transparent about fees from the start — the best way to get a sense is to have a conversation.

Fractional means I'm working with you part-time alongside other clients. Interim means I step in full-time to cover a gap or lead a transition. Both are available depending on what you need.

Absolutely. Project-based work is a significant part of what I do — HR compliance audits, handbook builds, job architecture, pay structure reviews, and restructuring support. If you have a defined problem in mind, we can scope it as a standalone project with a clear timeline and fixed output.

Yes. Complex employee relations — grievances, disciplinaries, investigations, performance management, and terminations — is an area where senior HR experience matters enormously. I can lead or advise on these situations, managing risk and maintaining documentation that protects the business.

Yes — this is a growing part of my practice. Government contractors face specific HR obligations around affirmative action, OFCCP compliance, and prevailing wage requirements. I can help build compliant HR infrastructure and prepare for audits. Visit the Government Contracting page for more detail.