Fractional HR Arlington, TX
Fractional HR for Arlington businesses with busy seasons and hourly teams
For small to mid-market companies, about 15 to 80 people. I'm based in Waxahachie, a short drive south, and I meet around Dallas-Fort Worth when it helps. The same senior HR is available by phone and video anywhere in the US.
Arlington runs on events, manufacturing, healthcare, and a university. The city's own economic development office lists General Motors' Arlington assembly plant and GM Financial, the Texas Rangers, Six Flags Over Texas, Texas Health Resources, UT Arlington, D.R. Horton, Bell Textron, J.P. Morgan Chase, and The Parks Mall among its major employers. Those names shape the whole local economy. Restaurants, hotels, shops, caterers, event vendors, suppliers, and service companies all rise and fall with them.
If you run one of those smaller businesses, you probably have a team that grows before a big weekend and shrinks after it, a lot of hourly workers, and a manager who is also the one who does the schedule, the payroll questions, and the hiring. I'm John Singleton, and I have spent more than 16 years in senior HR at companies like TCS, Coforge, and Mastek. I help Arlington owners put a steady HR foundation under a business that is anything but steady.
Where Arlington owners usually need help
Hourly pay done by the book
Texas Payday Law has a few rules that matter a lot for hourly teams:
- Non-exempt employees must be paid at least twice a month on regular paydays, and those paydays must be posted where employees gather.
- If you fire or lay off someone, final pay is due within six calendar days. If someone quits, it is due on the next regular payday.
- You cannot hold a final check because someone has not returned a uniform, keys, or a signed timesheet.
Seasonal and event-driven businesses run into the third one a lot. I help owners set up written wage agreements and equipment-return policies that actually work, so a final paycheck is never the only leverage you have.
Hiring in bursts without dropping the paperwork
When you bring on 15 people before a big stretch, things slip. The Texas Attorney General requires every new hire and rehire to be reported within 20 calendar days of the day the person starts earning wages. Rehires count, which matters if your seasonal staff come back each year. I build a repeatable checklist for each hire: offer letter, I-9, new-hire report, handbook acknowledgment, and a short first-week plan.
Overtime and who is really exempt
Paying someone a salary does not automatically make them exempt from overtime. Event managers, shift supervisors, and assistant managers are the roles that most often get this wrong. I help owners sort out which roles are truly exempt and which should be hourly, then put it in writing.
Fair, consistent discipline
Texas is an at-will state, so either side can end the job without giving a reason. The Texas Workforce Commission also lists exceptions, including discrimination, retaliation for protected activity such as filing a wage or workers' compensation claim, and refusing to commit a crime. When a shift lead is let go after a customer complaint, the best protection is a record that shows everyone is treated the same way. I help managers write things down clearly and fairly.
How we would work together
It starts with a free 15-minute call. You tell me what is going on, and I tell you honestly whether I can help and what I would do first.
Plans are month-to-month with no long-term contract:
| Plan | Monthly | Hours |
|---|---|---|
| HR Basics (up to 25 employees) | $750 | 4 to 5 |
| Sounding Board | $1,500 | 10 |
| Execution Partner | $3,500 | 20 |
| Embedded Strategic Partner | $6,000 | 40 (operational support) |
Pay-as-you-go projects are $165 an hour. A Texas HR Compliance Audit is $2,000, a custom employee handbook is $1,500, and the two together are $3,000. Details are on the pricing page. If you are weighing other options, here is how fractional HR compares with a PEO and with a full-time hire.
I'm not an attorney, and what I provide is practical HR, not legal advice. When a situation calls for a legal opinion, I'll tell you and work alongside your employment attorney.
Questions Arlington owners ask
- Do you work with seasonal or event-based businesses?
- Yes. A lot of my Arlington-area conversations are about teams that swell and shrink. We focus on hiring paperwork, pay timing, and clear written rules so a busy week does not become a compliance problem.
- Can you meet in person in Arlington?
- Yes, when it helps. Arlington is a short drive from my home base in Waxahachie. Most ongoing work is by phone, video, and email with a same-business-day reply.
- I am just over the line into Fort Worth or Grand Prairie. Does that matter?
- Not at all. I work with owners across the Metroplex. You can also see my page for HR consulting in Fort Worth.
- Is fractional HR worth it for a company of 25?
- Many owners find the answer is yes once HR questions start taking real time each week. HR Basics starts at about 4 to 5 hours a month, and you can adjust it as your needs change.
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