01
Fractional HR Leadership
Ongoing executive-level guidance, workforce planning, leadership advising, and oversight of the HR function.
Fractional HR Leadership · Est. 2015
Build the HR infrastructure your growing business needs.
StrataHR Group provides fractional HR leadership, practical people strategies, and hands-on implementation for organizations that need senior HR expertise without the cost of a full-time HR executive.
- Senior-led
- Strategic + operational guidance
- Hands-on
- Implementation, not just advice
- Regulated
- Complex, people-intensive industries
The turning point
Your business has grown. Has your HR infrastructure grown with it?
Most leaders don't reach out because HR is broken. They reach out because the way it's held together no longer matches the size, complexity, or ambition of the organization.
- 01
HR responsibilities are spread across multiple leaders.
- 02
Policies and processes are inconsistent or outdated.
- 03
Employee concerns are becoming more complex.
- 04
Hiring and onboarding practices are not scalable.
- 05
Compliance obligations are creating uncertainty.
- 06
Managers need greater structure and support.
- 07
You need senior HR guidance, not a full-time executive.
- StrataHR Group brings clarity, structure, and experienced HR leadership to exactly these situations.
Core solutions
Five practice areas that work together.
We organize our work around the real shape of the HR function — not a long catalog of disconnected services.
Explore practice
02
HR Infrastructure & Operations
Policies, procedures, workflows, onboarding, performance management, HR technology, and administrative practices.
03
Compliance & Risk Management
HR audits, I-9 and personnel-file reviews, leave and wage-and-hour practices, government-contractor compliance.
04
Talent & Organizational Effectiveness
Recruiting design, job architecture, compensation structures, manager training, and organizational design.
05
Employee Relations & Workplace Support
Investigations, conflict resolution, disciplinary processes, manager coaching, and separation support.
→
Not sure where to start?
A consultation is the fastest way to see where infrastructure gaps are creating risk or slowing growth.
How we work
HR support designed around your organization.
Three ways to engage — each includes practical recommendations paired with hands-on implementation, not just advice on paper.
- 01
Fractional HR Partnership
Ongoing strategic leadership and support for organizations that need a senior HR presence without adding a full-time executive.
- 02
Project-Based Consulting
Defined initiatives with specific deliverables and timelines — HR audits, handbook rewrites, compensation studies, and more.
- 03
HR Advisory Support
On-call guidance for founders, executives, and internal HR staff navigating complex people decisions.
Why StrataHR Group
Senior HR judgment, applied to your actual workplace.
- Senior-level HR experience across regulated and complex environments.
- Practical recommendations designed for real workplaces, not textbooks.
- Strategic guidance paired with implementation support.
- Solutions tailored to your stage, workforce, and priorities.
- Direct, confidential partnership with leadership.
The engagement
A four-step method that respects your operating rhythm.
- 01
Discover
Understand the business, workforce, challenges, and goals that shape your people function.
- 02
Assess
Review existing practices, risks, and operational gaps against where the organization is headed.
- 03
Build
Develop the HR strategy, systems, and tools your leaders and managers need to operate cleanly.
- 04
Implement & Strengthen
Put solutions into practice and support long-term adoption across leadership and staff.
Founder
Fifteen years of senior HR leadership across regulated, people-intensive industries.
StrataHR Group is founder-led. Our practice draws on more than fifteen years of experience across HR strategy, compliance, employee relations, talent management, compensation, benefits, government contracting, healthcare, professional services, and organizational change.
Strategy
Workforce planning, org design, executive advising
Compliance
Audits, I-9, government-contractor HR
Talent
Recruiting design, compensation, performance
Relations
Investigations, coaching, sensitive transitions
Let's talk
Your business deserves an HR function built for where it is going.
Let's discuss where your current HR practices are creating risk, slowing growth, or placing too much responsibility on your leadership team.
