The operation needs senior HR leadership
The owner or operating leader is absorbing people issues, the HR lead has departed, or an overstretched generalist needs experienced judgment and a clearer operating cadence.
Service · Part-Time HR & Employee Relations
Senior HR and employee-relations capacity for moments that need experienced judgment.
1205 helps employers with Ontario operations add part-time HR leadership, work through employee-relations capacity gaps, and scope remediation. Every accepted engagement names the practitioner, defines weekly capacity and decision rights, and confirms the commercial terms in writing before work begins.
We reply to enquiries within one business day. A reply does not promise practitioner availability or mean that a mandate has been accepted.
Two reasons employers reach out
The internal HR team needs finite capacity
A CHRO-led team has an employee-relations backlog, sensitive case load, policy or process gap, or post-investigation work that needs a defined senior capacity envelope.
The employer may be headquartered elsewhere. The public offer is scoped to work involving Ontario operations; other jurisdictions require separate capability review.
Three ways to start
Choose a defined entry point. Confirm capacity before work.
HR Stabilization Sprint
A time-bounded assessment of urgent employee-relations risk, policies, manager capability, operating cadence, and priority actions.
A written priority map, immediate decisions, a short action plan, and a recommendation on whether ongoing support is warranted.
Part-Time People Lead
An initial 90-day leadership model with a named practitioner, defined weekly capacity, explicit decision rights, responsibilities, measures, and handoff or renewal criteria.
Offered only after the practitioner and delivery capacity have been confirmed and reserved.
Employee Relations Capacity
Finite senior support for an internal HR team managing a backlog, sensitive case load, manager issues, policy gaps, or separately scoped remediation.
A defined mandate or capacity envelope—not an open-ended promise to run the entire HR function.
Fit and boundaries
A good fit
- — An employer with Ontario operations
- — No senior HR leader, a leadership transition, or an overstretched generalist
- — A CHRO-led team needing finite senior overflow capacity
- — Work requiring judgment, operating ownership, and manager support
- — Leadership willing to retain final employment decisions
Not this service
- — Employee-side representation or advocacy
- — Payroll processing, PEO services, or general HR administration
- — High-volume recruiting
- — Legal opinions or guaranteed compliance
- — Specialist labour-relations work without a confirmed qualified practitioner
- — Independent fact-finding disguised as ordinary HR support
What the practitioner can own
Senior capacity with explicit decision rights.
The employer retains final employment decisions. Legal advice remains with employment counsel. The written scope identifies what the practitioner owns, what remains internal, and where specialist advice is required.
- — Employee-relations support and case coordination
- — Manager coaching and decision support
- — Performance-management processes
- — Policy and people-process implementation
- — HR priorities and operating cadence
- — Coordination with employment counsel
- — Interim leadership during a vacancy or transition
Named before you commit
Capacity and accountability, in writing.
Fit and scope
Ghaleb El Masri, Founder & Managing Director, leads the initial fit and scoping conversation.
Capacity gate
A proposal is issued only after an appropriate practitioner, actual availability, responsibilities, contracting and insurance requirements, and a backup or direct-referral route have been confirmed.
Written accountability
The proposal names the practitioner and states their weekly capacity, decision rights, deliverables, cadence, timing assumptions, and commercial terms.
No implied bench
If suitable capacity cannot be confirmed, 1205 will say so and may offer a direct introduction or referral. The site does not imply an unnamed permanent delivery bench.
An illustrative 30 / 60 / 90 rhythm
A planning model, not a guaranteed timetable.
First 30 days
Stabilize priority matters, establish decision rights, assess the backlog, and set the working cadence.
Days 31–60
Work the agreed priorities, implement essential processes, coach managers, and establish measures.
Days 61–90
Confirm what is stable, document the handoff, and decide whether to conclude, renew, or change the model.
Investigation boundary
Part-time HR support is not an independent workplace investigation.
If a complaint may require external fact-finding, 1205 applies a separate fit, jurisdiction, conflict, competence, and capacity review. An existing HR relationship may affect whether 1205 is the appropriate investigator. Remediation is considered only after findings and under a separate scope where fairness, independence, and client counsel permit.
Review the investigation service →Common questions
What employers want to know before scoping.
Do you already have a practitioner available?
We do not publish a blanket capacity promise. We will reply within one business day and determine whether an appropriate practitioner and real delivery capacity can be confirmed. Any accepted proposal names that practitioner before you commit.
Does our company have to be headquartered in Ontario?
No. The employer may be headquartered elsewhere. The public offer is scoped to work involving Ontario operations; other provinces, federal workplaces, or multi-jurisdictional mandates require separate capability, contracting, and insurance review.
What can a part-time HR practitioner own?
The written scope may assign employee-relations coordination, manager support, performance processes, policy implementation, HR priorities, operating cadence, and interim leadership. The employer retains final employment decisions.
How is this different from a workplace investigation?
Part-time HR support is ongoing or finite operating capacity. An investigation is an external fact-finding process with separate independence, conflict, jurisdiction, competence, and acceptance requirements.
What work is excluded?
1205 does not provide employee-side representation, payroll or PEO services, high-volume recruiting, generic HR administration, or legal advice. Specialist work is accepted only when the required practitioner is confirmed.
What does an engagement cost?
Fees depend on the mandate, weekly capacity, practitioner, duration, and complexity. The written proposal confirms the scope and commercial terms before work begins. This page does not publish a generic retainer range.
Start with fit, not a retainer.
Tell us, without including sensitive employee details, where HR capacity is breaking or what decision is stuck. We will reply within one business day and confirm the appropriate next step.
Discuss part-time HR support