Looking to Grow? Leverage Fractional Support

When it comes to specialized skills and knowledge, you already know to recruit the experts and not mess with DIY. Need someone to review a contract? You pay a business lawyer. Looking for support managing your calendar? You engage with a virtual assistant. Ready to grow your small or mid-sized business? You bring in fractional human resources support. Or, you will once you hear the case for the fractional HR executive or team.

Let’s Break It Down

Fractional Support: What

Fractional support from an experienced HR team or professional involves receiving traditional (and some not-so traditional) services and support at a “fraction” of a full-time commitment. This arrangement allows an organization to tap into the experience and skills of a seasoned, veteran team or executive without bringing them fully on the payroll. This is an excellent option for companies in start-up or growth phase who don’t have the resources to devote to full-time, in-house HR.

Fractional Support: How

In most cases, fractional support will come with a clear set of deliverables, and/or a commitment of a certain amount of time. This means that the person or team providing the fractional support have clear deliverables and measures of success, making them a less risky investment, than say a temp hire.

Why Fractional Support?

This type of support provides a host of benefits to your business that are worth considering.

1) Access of-the-Moment HR

Human resources has evolved substantially in scope in the past decade. Companies seeing the most success in a “post-pandemic” world are adaptable, forward-thinking, employee- and customer-centric, and…dare we say…‘agile?’ It’s common to outgrow HR systems, practices and policies, and trying to keep up with the change management necessary to ‘do’ HR well is complicated. But fractional support from experts will keep you on top of the game because we know and teach the most up-to-the-minute technology, methods, and thinking for people management.

Image Credit: Catherine Song @ The Balance

2) Predictable (and Potentially Reduced) Pricing

In contracting with an agency or individual providing fractional support, clear deliverables are agreed upon via contract, so you know exactly what you will get and how much it will cost. In addition, the amount of time that the fractional employee will dedicate to your organization is agreed upon in advance and additional time or deliverables are not added without discussion. This results in a predictable pricing model for you which is also likely to be less expensive than a full-time employee.

3) Build Skill or Build a Team

Fractional employees don’t (only) advise on theoretical best practices in the HR world; rather, they work to design practical, effective strategies and provide you with the support needed to implement them. This builds in-house capabilities, ensuring your team is a step ahead. Alternatively, a fractional organization or executive can advise on when it’s time to hire an in-house HR exec or team, and can support you in implementing that hiring and onboarding.

4) Less Talk, More Action

Let’s face it: Politics in the workplace is a real thing, no matter how much we wish it weren’t so. But utilizing fractional support from an external org will get you the benefits of their insights and skills without the drama or in-roading that can happen with full-time staff. They’re just not “in it” in the same way! Plus, your external partner brings totally fresh perspective and may be just what you need to un-stick a long-term problem.

5) Significant Stress Reduction

With fractional support, you don’t have to plan a lengthy company onboarding. You don’t need to worry about providing a great benefits package or the ideal working conditions. You’re contracting with experts in HR who will handle all the details, leaving you to focus on what’s most important at your org right now.

Let’s Talk About How YOU Can Leverage Agile Talent Consulting

We will make your org, your people, and your life happier and stronger, so why not leave HR to the experts?