Services
HR Leadership That Scales With Your Business
Get senior HR guidance and day-to-day execution on a flexible basis — then add training, benefits, and compliance support as your organization grows.
Fractional CHRO and CPO
Senior people leadership that connects workforce strategy with business goals.
Go to Fractional CHRO and CPOThe business problem
Leadership needs strategic HR judgment, but a full-time chief people officer is not the right hire yet.
Who it serves
Founders, CEOs and executive teams carrying HR decisions without a senior HR leader in the room.
What the engagement can include
- Fractional leadership on the executive team
- Workforce planning and organizational structure
- Succession planning and leadership continuity
- Performance systems and management frameworks
- Change management through transitions
- Talent strategy and team development
- Employee value proposition
- HR analytics and reporting
Expected outcomes
- HR decisions move off the CEO's desk
- Workforce plans tied to business plans
- Clear structure as headcount grows
Outsourced HR
Ongoing HR support across hiring, compliance, employee relations, performance and reporting.
Go to Outsourced HRThe business problem
The company needs day-to-day HR execution but does not need — or cannot yet staff — a full internal department.
Who it serves
Small and mid-sized organizations with no HR function, or a small team that needs added capacity.
What the engagement can include
- Talent acquisition and recruitment
- Onboarding
- Employee relations and conflict resolution
- HR compliance
- Policies and handbooks
- Compensation and benefits management
- Performance management
- Employee engagement and retention
- Training and development
- HR analytics and reporting
Expected outcomes
- Consistent, documented people practices
- Faster, better hiring and onboarding
- Issues handled early instead of late
Leadership and Management Training
Practical training that helps managers communicate, lead and address difficult situations.
Go to Leadership and Management TrainingThe business problem
Strong individual contributors were promoted into management without the tools to lead people.
Who it serves
New and experienced managers, team leads and executives who set the tone for the workplace.
What the engagement can include
- Effective communication for leaders
- Feedback and performance coaching
- Conflict resolution techniques
- Employee engagement strategies
- Strategic leadership development
- Change management
- Time management and prioritization
- Team leadership
- Kindness-based leadership
Expected outcomes
- Managers who address problems directly
- Fewer escalations and repeat conflicts
- More consistent performance conversations
Benefits Administration
Guidance across health insurance, retirement plans, enrollment and benefits selection.
Go to Benefits AdministrationThe business problem
Benefits costs are rising, plan options are hard to compare, and enrollment takes more time than it should.
Who it serves
Employers choosing, renegotiating or administering health, retirement and PEO arrangements.
What the engagement can include
- PEO guidance
- Health insurance support
- Retirement plan support
- Plan comparison and selection
- Onboarding and enrollment support
- Employee communication
- Cost review
- Ongoing administration
Expected outcomes
- Plans your employees understand
- Cost and coverage compared side by side
- Enrollment handled without disruption
How HRB works
Practical Support From Strategy Through Execution
Assess
Review current HR systems, risks, needs and business priorities.
Plan
Create a focused people strategy with clear priorities.
Implement
Build policies, systems, training and management practices.
Support
Provide continued guidance as the organization changes.
Your People Strategy Should Support Your Business Strategy
Speak with HRB Advisors about the HR leadership, systems and support your organization needs.