DeFractional HR costs far less than a full-time HR hire, because you only pay for the time you use. I scope each engagement to your size and needs rather than charging a flat rate, so the cost reflects what your company actually requires. We'll talk through it on the intro call, once I understand what's on your plate.scription text goes here

Description tIt depends on what your company needs, but most engagements run a set number of days each month — enough to keep the function moving without a full-time commitment. Some months are heavier, like an investigation, a compensation overhaul, or a hiring push. Others are steady maintenance. We set the baseline together and adjust as your needs change.ext goes here

DeBoth. Most of my work is ongoing fractional support, but I also take on defined projects — building a handbook, running a compensation review, or cleaning up compliance gaps. If you're not sure which you need, the intro call is a good place to figure that out.scription text goes here

Fractional HR fits best for companies with roughly 25 to 500 employees. Below that, your needs may be light enough for a single project or an advisory call. Above that, you're usually ready for a full-time HR leader — though I sometimes bridge that gap while a company hires for the role. If you're not sure where you fall, ask me.

I work mostly with manufacturing, biotech, healthcare, dental, and life sciences companies, with a focus on the Utah area. These industries tend to carry heavier compliance requirements and specialized workforces, which is where experienced HR leadership makes the biggest difference. I've worked across other industries too, so ask if yours isn't listed.

A PEO or HR platform handles administration — payroll, benefits, and basic compliance paperwork. Fractional HR is leadership: strategy, judgment, and the harder people decisions that software can't make for you. Many of my clients keep their PEO or HR system and bring me in for the parts those tools don't cover. The two work well together.

Both, depending on what the work calls for. Much of fractional HR runs smoothly remotely, but some situations — investigations, on-site training, sensitive conversations — are better handled in person. I'm based in the Southern California area and work with local companies both ways.

Yes. I've handled multi-state compliance and international hiring, including setting up employer-of-record arrangements for companies hiring abroad. It isn't the core of what I do day to day, but it's an area I know well when it comes up.

Discretion is part of the job. Much of my work — employee relations, investigations, sensitive personnel decisions — depends on confidentiality, and I treat client information accordingly. I'm glad to sign an NDA before we get into specifics.

I'm a PHR-certified HR leader with more than a decade of experience across manufacturing, biotech, healthcare, dental, and life sciences. I've built HR functions, handled complex employee relations, and led compliance and compensation work for growing companies. Impact Partners HR Consulting is my practice — when you work with me, you work with me, not a rotating team.

The intro call is a conversation, not a sales pitch. We'll talk through where your company is, what's on your plate, and whether fractional HR is the right fit — with no commitment. If it makes sense to work together, I'll follow up with a clear scope. If it doesn't, I'll tell you that too.