Frequently Asked Questions About Fractional HR & Retainer Support
How do I choose between hourly HR support and a fractional HR retainer?
Hourly HR support is best for defined, short-term HR projects, such as responding to a filing notice, drafting a policy, or setting up an HR system.
A fractional HR retainer is a better fit when people operations needs are ongoing—for example, when managers need regular support, onboarding and performance systems need attention, or HR tasks are consistently pulling leadership away from other work.
Most clients start with a conversation to determine which option makes the most sense.
What types of companies use fractional HR services?
I work primarily with growing companies that need HR support but aren’t ready to hire a full-time HR employee. This often includes startups and small-to-mid-sized organizations navigating growth, increasing complexity, or leadership strain.
Fractional HR works best for companies that want reliable people operations support without building a large internal HR function too early.
Do you handle HR compliance and administrative tasks?
Yes. As a fractional HR partner, I handle operational and administrative HR work, including policies, onboarding documentation, compliance support, and employee relations guidance.
I don’t provide legal advice, but I work in coordination with employment counsel when needed and ensure HR systems are built carefully and correctly.
Can you work with our existing HRIS and tools?
Yes. I regularly work inside existing HRIS platforms, onboarding systems, and documentation tools. If systems are unclear or overbuilt, I can help simplify and stabilize them.
The goal is always to make HR systems usable—not more complex.
How does your anti-burnout approach fit into fractional HR work?
As a fractional HR partner, I focus first on stabilizing and improving the systems companies already rely on—policies, performance frameworks, management structures, and decision-making processes. And, stabilizing those systems means looking for what’s unnecessary, a morale drain, inefficient, and causing you to feel stressed and burned out.
Do you work directly with employees as part of HR support?
Yes. As part of fractional HR services, I may work with employees, managers, and leadership teams as needed. My role is to support clarity, fairness, and healthy working relationships—without positioning HR as a substitute for leadership responsibility.
Companies can additionally add Executive and Manager coaching to our work. Most Managers never receive training and most Leaders find it “lonely at the top.” Performance coaching is a research-backed tool that helps you and your team to get clear, get focused, and remove internal and external roadblocks.
What does a fractional HR retainer typically include?
A fractional HR retainer provides ongoing HR support, usually around 10 hours per week. This includes handling day-to-day people operations while building foundational systems that support growth.
Work is prioritized based on immediate needs and longer-term stability.
Is there a minimum commitment for HR retainer services?
Yes. Fractional HR retainer engagements typically begin with a three-month minimum. This allows enough time to stabilize people operations, build trust, and create sustainable systems.
Can we start with hourly HR support and move to a retainer later?
Yes. Many companies begin with hourly HR support and transition to a fractional HR retainer once it becomes clear that ongoing support would be more effective.
What makes Brave Work different from other fractional HR providers?
Brave Work combines hands-on HR execution with a systems-aware, anti-burnout perspective. This means the HR systems you build are designed to scale without quietly creating burnout, turnover, or leadership overload.
How do we get started with fractional HR support?
The first step is a conversation. We’ll discuss your current HR needs, determine whether hourly or retainer support is the right fit, and outline next steps.