Fractional HR Irving and Las Colinas, TX

Fractional HR for Irving and Las Colinas businesses

For small to mid-market companies, about 15 to 80 people. I'm based in Waxahachie and meet around Dallas-Fort Worth when it helps. The same senior HR is available by phone and video anywhere in the US.

Irving calls itself the "Headquarters of Headquarters," and the city's own business page backs it up. Its top private employers include Citi, Vistra, Allstate, Verizon, Microsoft, Baylor Scott & White, CHRISTUS Health, and DFW International Airport. The Irving-Las Colinas Chamber of Commerce has also listed Fortune 500 headquarters here such as Fluor, Kimberly-Clark, Celanese, and Vistra.

That is a lot of corporate gravity for a small business to sit next to. If you run a company in Irving, you may be a vendor to those headquarters, a staffing or professional services firm, a logistics company near the airport, a healthcare practice, or a growing business that picked Las Colinas for the address. Your employees may well have worked for one of those large companies before, and they will compare how you treat people with what they saw there.

I'm John Singleton, and I have spent more than 16 years in senior HR at companies like TCS, Coforge, and Mastek, including leading multi-state HR. I bring that big-company experience to owners who need it at a size that fits a 30 or 60 person team.

What Irving businesses usually ask me for

Big-company basics, without the big-company overhead

Employees coming from a corporate employer expect a written offer, a clear job description, a handbook, a review process, and a fair way to raise a concern. You do not need a department to offer all of that. You need the right documents and a few simple routines, kept up to date. That is the foundation I help build first.

Remote and multi-state employees

Irving companies often hire people who live in other states, and people who live in Texas often work for out-of-state employers. Once someone works from another state, that state's rules can apply to final pay, leave, and required notices. I research the employer requirements for any state where you have people and turn them into practical steps. For a formal opinion in another state, you will want an employment attorney licensed there, and I'm glad to work with one.

Texas has its own quirk for multi-state employers. The Attorney General's new hire reporting program says employers with workers in several states should choose Texas as the reporting state so the Texas Workforce Commission receives information on Texas residents. New hires and rehires must be reported within 20 calendar days of the date they start earning wages.

Offer letters, at-will, and documentation

Texas is an at-will state. Either side can end the job at any time, for any reason or no reason, with or without notice. The exceptions are real, though: discrimination, retaliation for protected activity, and refusing to do something illegal, among others. If your offer letters or handbook accidentally promise more than you mean, they can weaken the at-will protection you thought you had. I review offer letters and policy language so they say what you intend, and no more.

Pay timing for a mixed workforce

Texas Payday Law requires non-exempt employees to be paid at least twice a month and exempt employees at least once a month, with paydays posted. Final pay for someone you let go is due within six calendar days, and for someone who quits it is due on the next regular payday. If you have both salaried professionals and hourly staff, I help make sure each role is classified and paid the right way.

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:

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. See the pricing page for details. If you already use a payroll or PEO provider, here is how that fits with fractional HR. Compare it with a full-time hire.

I'm not an attorney, and what I provide is practical HR, not legal advice. When a situation needs a legal opinion, I'll tell you and work alongside your employment attorney.

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