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Pricing Plans

1

Essentials

 

Stay compliant and cover day‑to‑day HR with a 48‑hour response SLA

  • HR compliance guidance + policy/handbook updates (keeps you legally sound and consistent).

  • Employee onboarding & offboarding support for smooth transitions.

  • Job descriptions + basic compensation guidance for role clarity.

  • HR help desk with 48‑hour response time for everyday HR questions.

  • Documentation, templates, and essential HR processes built for you.

  • Dedicated HR consultant ensuring baseline HR stability and risk reduction.

2

Growth

 

Level‑up managers and stabilize ER—average time‑to‑resolution under 5 business days.

  • Everything in Essentials, plus deeper people‑operations support.

  • Performance management coaching for managers.

  • Employee relations & conflict‑resolution support.

  • Benefits administration support for smoother employee experience.

  • Weekly HR check‑in call for ongoing guidance and accountability.

  • Foundational workforce planning & organizational development insights.

  • Elevated support designed to improve culture, reduce friction, and upskill leaders.

Leadership

 

Fractional CHRO steering people strategy, OKRs, and org design with board‑ready reporting.

  • Everything in Growth, plus executive‑level HR partnership.

  • Fractional HR leadership (acting as your in‑house HR leader).

  • Compensation & total rewards strategy design.

  • Workforce planning, org structure design, and long‑term people strategy.

  • High‑touch employee relations + leadership advisory.

  • Data‑driven people insights and strategic alignment with business goals.

  • Ideal for scaling, restructuring, or building a high‑performance culture.

3

Frequently Asked Questions

​1. How do I know which plan is right for my organization?

If you primarily need compliance, documentation, and day‑to‑day HR coverage, Essentials is a fit.
If your managers need coaching and you want active ER support and weekly HR partnership, choose Growth.
If you need strategic HR leadership, workforce planning, or total rewards strategy, Leadership is the right choice.

2. How fast can we get started?

Most clients can begin within 7–14 business days. This includes your onboarding call, environment setup, document collection, and alignment on priorities.

3. Do you work with companies that already have an internal HR person?

Yes. Many clients have an HR Coordinator/Manager internally. We complement them by taking on specialized or strategic work such as employee relations, manager coaching, policy design, compensation strategy, or overall HR leadership (Leadership plan).

4. Can plans be adjusted as we grow or our needs change?

Absolutely. You can upgrade plans anytime. If you need one‑off projects (recruiting, audits, compensation reviews), we can add them without requiring a plan change.

5. Do you provide support for multi‑state compliance?

Yes. Multi‑state compliance guidance is included at all plan levels. Leadership includes deeper policy design and ongoing strategy for complex multi‑state or multi‑location teams.

6. What’s included in Employee Relations (ER) support?

We help with investigations, coaching managers through incidents, conflict resolution, documentation guidance, corrective action planning, and compliance considerations.

7. What does “Benefits Administration Support” include?

Growth and Leadership plans include help with open enrollment coordination, carrier/broker communication, troubleshooting employee issues, and managing benefits‑related tasks.

8. How do you interact with managers and employees?

Your assigned HR partner provides support via email, scheduled calls, and virtual sessions. Growth includes weekly HR touchpoints. Leadership includes executive‑level cadence and deeper manager development.

9. Are there long‑term contracts?

We typically operate on a monthly subscription with a minimum commitment period (commonly 90 days). After that, you can continue month‑to‑month, upgrade, or customize as needed.

10. What if we need help with recruiting, compensation, HRIS setup, or cultural initiatives?

These can be added as project‑based add‑ons at any time—no plan change required.

11. Do you provide HR technology or help us improve ours?

While we don’t sell HR software directly, we help evaluate, select, and implement HRIS or HR tools. Leadership includes deeper system and workflow optimization.

12. What does the onboarding process look like?

You’ll receive a structured onboarding that includes:

  • A kickoff call

  • Compliance/documentation review

  • Priority mapping (top 30–60–90 days)

  • Setup of communication workflows

  • Introduction to your dedicated HR partner
    Essentials focuses on compliance setup; Growth and Leadership include more strategic planning.

13. Can we contact you for urgent issues?

Yes. All plans include HR help desk access. Essentials has a 48‑hour response window. Growth and Leadership receive faster SLAs and more direct access.

14. What makes this different from a PEO?

A PEO moves your employees onto their systems and typically handles payroll/benefits. We remain your HR partner, embedded in your culture and processes, providing strategic and hands‑on human support—not a shared‑services model.

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