How many hours of fractional HR does a growing company need?

It depends on what is happening in the business. The smallest ongoing plan is about ten hours a month, which suits owners who mainly want a senior sounding board. Companies that need hands-on help with hiring, policies, and employee relations usually need more. Plans are month-to-month, so you can adjust as you go.

Can fractional HR help if we have remote employees in other states?

Yes. John researches employer requirements for any U.S. state where you have employees and turns them into practical steps. For a formal legal opinion in another state, he recommends an employment attorney licensed there and works alongside them.

What is the difference between fractional HR and outsourced HR?

The terms overlap. Fractional HR usually means a senior HR leader working part-time for a set number of hours each month. Outsourced HR is a broader term that can also describe PEOs and HR platforms. With Quick HR Solutions, both mean one senior person doing the work alongside you.

Do you meet in person in Plano and Frisco?

Yes, when meeting in person is useful, such as for planning sessions, manager training, or sensitive employee conversations. Most ongoing work happens by phone, video, and email.

When should we hire a full-time HR person instead?

When HR work fills most of every week or you are approaching about 100 employees, a full-time hire often makes sense. John will tell you when he thinks you've reached that point and can help define the role and hand off the systems you built together.

Fractional HR Plano & Frisco

Fractional HR for growing Plano and Frisco 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. Remote HR support.

Plano and Frisco have grown fast, and so have a lot of the businesses here. Maybe you went from 12 people to 40 in two years. Maybe you run a professional services firm, a healthcare practice, or a tech company that suddenly has employees in three states. Either way, you've reached the point where HR needs a real owner, but a full-time HR director isn't in the budget yet, or isn't the right move yet.

That is what fractional HR is for. I'm John Singleton, SHRM-CP. I spent more than 16 years in senior HR at companies like TCS, Coforge, and Mastek, including building HR functions from the ground up. Through Quick HR Solutions, I give growing Collin County and Denton County companies a senior HR leader for a set number of hours each month.

Fractional HR consulting in Plano and Frisco: what it is

Fractional HR means senior HR leadership, part-time. You are not hiring a coordinator to process paperwork, and you are not handing your people to a call center. You get one experienced person who learns your business, puts the foundations in place, and is there when a people decision comes up.

For most companies, that means a set number of hours each month, month-to-month, with no long-term contract. Some months are heavy on hiring. Some are quiet. The work flexes with you, and you can adjust your plan as your needs change.

Competing for people with the big campuses nearby

Plano and Frisco are home to large corporate headquarters and regional offices, and many of them are hiring from the same pool of people you are. You can't always match their salaries, but you can compete on clarity, flexibility, and how people are treated. That starts with a few things done well:

Pay ranges you can explain. Ranges built from market data instead of guesses, so you know where you stand and can answer the question "how do I get to the next level?"
A hiring process that moves. Clear roles, structured interviews, and quick decisions, so strong candidates don't take another offer while you're still scheduling.
Onboarding that sticks. A first week that makes someone glad they said yes.
Managers who can manage. Simple tools for feedback, goal setting, and career conversations.

I build each of these at a size that fits a 30 or 60 person company, not a 5,000 person one.

Hybrid teams and employees in other states

Growing North Texas companies often hire remotely. Once someone works from another state, that state's rules can apply to things like final pay, leave, and required notices. I research the employer requirements for any state where you have people and turn them into practical steps you can follow. For a formal legal opinion, you'll still want an employment attorney in that state, and I'm glad to work alongside one.

Building the foundation before you reach 50

Fifty employees is an important line. Federal FMLA leave generally applies once you have 50 or more employees within 75 miles, and the Affordable Care Act's employer requirements generally apply once you have 50 full-time employees, counting full-time equivalents. It is much easier to put leave policies, benefits tracking, and clean records in place at 35 people than to scramble at 52. A fractional HR engagement is a good time to do that groundwork, along with an up-to-date employee handbook and a clear performance process.

When full-time HR makes more sense

Fractional HR isn't the right answer forever for every company. If HR questions fill every day of the week, or you are getting close to 100 employees, a full-time HR person may be the better investment. I'll tell you when I think you've reached that point. When you do, I can help define the role, interview candidates, and hand off the systems we built together so nothing gets lost. If you're weighing the two options now, here is how I think about fractional vs. full-time HR in Texas.

Getting started

It begins with a free 15-minute conversation about where your company is and where it's headed. If fractional HR is a fit, we'll pick a starting level of support and get to work. I meet in person in Plano and Frisco when that helps, and the rest happens by phone, video, and email with a same-business-day reply.

Frequently asked questions

How many hours of fractional HR does a growing company need?: It depends on what is happening in the business. The smallest ongoing plan is about ten hours a month, which suits owners who mainly want a senior sounding board. Companies that need hands-on help with hiring, policies, and employee relations usually need more. Plans are month-to-month, so you can adjust as you go.
Can fractional HR help if we have remote employees in other states?: Yes. John researches employer requirements for any U.S. state where you have employees and turns them into practical steps. For a formal legal opinion in another state, he recommends an employment attorney licensed there and works alongside them.
What is the difference between fractional HR and outsourced HR?: The terms overlap. Fractional HR usually means a senior HR leader working part-time for a set number of hours each month. Outsourced HR is a broader term that can also describe PEOs and HR platforms. With Quick HR Solutions, both mean one senior person doing the work alongside you.
Do you meet in person in Plano and Frisco?: Yes, when meeting in person is useful, such as for planning sessions, manager training, or sensitive employee conversations. Most ongoing work happens by phone, video, and email.
When should we hire a full-time HR person instead?: When HR work fills most of every week or you are approaching about 100 employees, a full-time hire often makes sense. John will tell you when he thinks you've reached that point and can help define the role and hand off the systems you built together.

See if fractional HR fits your stage

Share a little about your company on the contact form, and I'll reply the same business day to set up a free 15-minute consultation. No pitch and no pressure.

Request a free consultation

Also serving: Outsourced HR Dallas · HR consultant Fort Worth · Fractional HR Plano & Frisco · Small business HR DFW