HR problems are business problems first.
Your investor wants a vision deck. Your new hire needs a contract. Your employee just stopped showing up. None of this is what you hired for.
What's going on?
- Employee Relations & Offboarding"Someone needs to leave"See what's involved →
- HR Policies & Handbooks"A customer wants to see our HR policies"See what's involved →
- Job Descriptions & Recruitment"We're about to make our first sales hire"See what's involved →
- Mission, Vision & Values"Our investor wants a vision deck"See what's involved →
- Compensation & Performance"Everyone's pay was negotiated one hire at a time"See what's involved →
- Organizational Design & Training"We doubled in size and it shows"See what's involved →
- Job Descriptions & Recruitment"Our contracts came from a template"See what's involved →
- Employee Relations & Offboarding"Someone just stopped showing up"See what's involved →
- HR Policies & Handbooks"Our handbook is years out of date"See what's involved →
- Compensation & Performance"We've never done a performance review"See what's involved →
- Organizational Design & Training"Our first managers have never managed"See what's involved →
- Mission, Vision & Values"Our values are on the wall and nowhere else"See what's involved →
Something else? Tell us what it is →
What people ask before they start
Is this fractional HR?
It's the project version of it. You get a senior HR lead for a piece of work with a start, an end and a deliverable, rather than for a number of days a month. If you need someone in the seat every month, that's the fractional CHRO seat, on the fractional leadership page.
What does it cost?
Each project is quoted at the scope call: one fixed quote for the scope we've written down, not an hourly rate. If the scope changes, the quote changes with it, in writing, before the work does. Quotes are in CAD, plus HST. There's no retainer and no minimum: one project is a complete engagement.
How is a termination handled?
The scope call covers the situation and what's on file. Then come the documents, the plan for the conversation, and the conversation itself. If anything has to happen first, we say so at the scope call.
Do you work with our lawyer?
Yes, and we'll tell you when you need one. Toni prepares the facts, the documents and the plan; your employment lawyer reviews whatever needs legal sign-off. We don't give legal advice. If you don't have a lawyer, we'll say when it's worth getting one.
Can we do several at once?
Yes. Each project is scoped and quoted on its own, so you can see what each one involves and stop after any of them. When two overlap, say the handbook and the policies a security review asks for, we scope them together.
What if we need someone every month?
Then you need the seat, not the project. A fractional CHRO owns the people function by the month, with a notice period. A project is a good way to find out which one you need.
Who does the work?
Toni scopes every project and oversees it from the scope call to the handover. You work with her directly throughout.