No senior HR leader
The owner or GM is absorbing people issues, the HR lead has left, or a generalist needs senior judgment and a clear operating rhythm.
Fractional HR · Ontario employers
Fractional HR leadership for growing Ontario employers.
Senior HR judgment a few days a month, for companies that have outgrown ad hoc HR but don't need a full-time executive yet.
We reply to enquiries within one business day.
Two situations we step into
An HR team at capacity
An employee-relations backlog, sensitive cases, or policy gaps need senior support for a defined period.
Three offers
Start where the pressure is. Scale from there.
HR Stabilization Sprint
A priority map of employee-relations risk, policy gaps, and manager capability, with the first decisions made.
Typically 6 weeks
Fractional People Lead
A named senior HR lead with set weekly hours, clear decision rights, and measures.
Initial 90 days, then renew
Employee Relations Support
Senior support for an internal team working through a backlog or sensitive cases.
Defined mandate
Fit
A good fit
- — An Ontario employer, typically with 50 to 500 staff
- — No senior HR leader, a leadership transition, or an overstretched generalist
- — An HR team that needs senior support for a defined period
- — Work that needs judgment, operating ownership, and manager support
- — Leadership that keeps final employment decisions
Not the right fit
- — Employee-side representation or advocacy
- — Payroll processing, PEO services, or general HR administration
- — High-volume recruiting
- — Legal opinions
- — Independent fact-finding run as ordinary HR support
What your HR lead can own
Senior judgment with explicit decision rights.
You keep final employment decisions. The written scope sets what the HR lead owns and what stays with your team.
- — 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
How we work
Diagnose, agree, deliver.
Diagnose
One conversation to frame the people problem and what good looks like.
Agree the mandate
Offer, HR lead, weekly hours, decision rights, and fee in writing before work starts.
Deliver and hand back
We run the work, then leave the processes and ownership with your team.
The first 90 days
A working rhythm, agreed up front.
First 30 days
Stabilize priority matters, set decision rights, assess the backlog, and set the working cadence.
Days 31–60
Work the agreed priorities, put essential processes in place, coach managers, and set measures.
Days 61–90
Confirm what is stable, document the handoff, and decide whether to conclude, renew, or change the model.
Workplace investigations
Need an independent investigation?
Fractional HR support and an independent investigation are separate services. If a complaint needs external fact-finding, we scope it separately so the findings stay independent.
See workplace investigations →Common questions
What employers ask before they start.
Who is fractional HR for?
Ontario employers, typically with 50 to 500 staff, that have outgrown ad hoc HR but don’t need a full-time HR executive yet.
Who does the work?
A named senior HR lead, identified in your proposal with their weekly hours and decision rights.
What can a fractional HR lead own?
Employee-relations coordination, manager support, performance processes, policy implementation, HR priorities, operating cadence, and interim leadership. You keep final employment decisions.
How is this different from a workplace investigation?
Fractional HR is ongoing operating support. An investigation is independent fact-finding, scoped separately so the findings stay independent.
What don’t you do?
We act for employers only, and legal advice stays with your counsel. We don’t run payroll, PEO services, or high-volume recruiting.
What does it cost?
Fees depend on the offer, weekly hours, and duration. You receive a written proposal with the fee before work begins.
Tell us where HR is stretched.
Share the pressure point or the decision that's stuck, without sensitive employee details. We reply within one business day.
Discuss fractional HR support