Everything you're probably wondering
What if I only need HR help once in a while - is that okay?
That's actually how most of my clients start. You don't need to have a full-time HR problem to benefit from having an HR partner. My on-demand hourly support is designed exactly for this - you reach out when something comes up, and I'm there. No retainer required until you're ready.
What's the difference between fractional HR and just hiring an HR person?
A full-time HR hire typically costs $70,000 - $110,000/year in salary alone, plus benefits, payroll taxes, and onboarding time. And for most small businesses under 50 employees, you don't need someone in the seat 40 hours a week.
Fractional HR gives you senior-level expertise at a fraction of the cost, scaled to exactly what you need right now. You get the strategic thinking and real-world experience without the full-time overhead. As you grow, we grow together.
What does it cost to work with you?
I offer three ways to work together:
On-demand support - $150/hour. Pay as you go, no commitment.
Project-based - flat fee for defined projects like employee handbooks, onboarding systems, or HR audits. We agree on scope and price upfront.
Fractional HR retainer - $2,500 - $7,500/month depending on scope. Ongoing, proactive HR partnership - this is where we do the deepest work together.
Not sure which is right for you? That's what the free consultation is for.
What does a fractional HR retainer actually include?
It depends on what you need, but typically includes: regular check-ins, HR policy review and updates, support for hiring and onboarding, help navigating employee situations as they arise, compliance guidance, and access to me via email or phone when things come up between meetings.
Essentially, you get a real HR partner who knows your business, not a call center or a generic HR platform.
What if I start on-demand and want to move to a retainer later?
That happens all the time, and it's a perfectly natural progression. Many of my best retainer clients started with a single project or a few hourly calls. There's no pressure and no awkward upsell. When it feels like the right tine for both of us, we'll talk about it.
GOT QUESTIONS?
If you're a small business owner googling "do I actually need HR help" at midnight - you're in the right place. Here are questions I hear most often.
ABOUT WORKING WITH ME
Think of it like having a trusted HR friend on speed dial. You don't call them every day, but when you need them, you're really glad they're there.
Do you provide legal advice similar to an employment attorney?
No - I'm an HR consultant, not a lawyer, and I don't provide legal advice. What I do is help you build the people practices, policies, and processes that reduce your legal exposure in the first place.
When a situation does require legal counsel, I'll tell you clearly and can point you toward employment attorneys I trust. Think of me as your first line of defense and a good partner who knows when to call in backup.
How quickly can you start?
Usually within a week of our initial consultation. If you're dealing with something urgent - a termination, a complaint, a compliance issue (for example), reach out directly and I'll do my best to prioritize you. HR fires don't wait for onboarding timelines.
DO I EVEN NEED THIS?
Do I really need HR support if I only have a handful of employees?
In California, employment law kicks in earlier than most people realize - some protections apply the moment you hire your first employee. Misclassification, missing required notices, or a poorly handled termination can be costly at any team size.
More importantly, the habits you build with 5 employees are the habits you'll have at 25. Getting the foundations right early is always cheaper than cleaning up a mess later.
We're a creative agency / marketing company - do you have experience with business like ours?
Yes, and honestly, it's where I do some of my best work. Creative businesses have a specific set of HR dynamics: contractor vs. employee classification questions, managing creative personalities, fast scaling, and cultures that resist "corporate" HR.
I get that. I don't brine a one-size fits-all playbook. I bring solutions that actually fit how creative teams work.
