Fractional HR Waco, TX
Fractional HR for Waco and Central Texas businesses
For small to mid-market companies, about 15 to 80 people. I'm based in Waxahachie, down I-35 from Waco. I work with Waco owners by phone and video, and I'm glad to drive down for a kickoff meeting or an important on-site conversation.
Waco has a different rhythm from the Metroplex. It is a university town, a healthcare center, a food and manufacturing hub, and, thanks to Magnolia, a destination. If you run a business here, you probably know your employees' families, and you probably feel it more when something goes wrong with someone on your team.
The Greater Waco Chamber's employer list shows the mix: Baylor University, Ascension Providence, Waco ISD, H-E-B, Baylor Scott & White Medical Center Hillcrest, Texas State Technical College, Sanderson Farms, AbbVie, L3Harris, Mars Wrigley Confectionery, Magnolia, and SpaceX's site in nearby McGregor. A lot of smaller Waco companies supply, serve, or compete for workers with those names: food and beverage producers, healthcare practices, contractors, trucking and distribution firms, nonprofits, retailers, and professional services.
I'm John Singleton, and I have spent more than 16 years in senior HR at companies like TCS, Coforge, and Mastek. Through Quick HR Solutions I give Waco owners a senior HR partner for a set number of hours each month, without the cost of a full-time director.
Why Waco owners call
Competing with the big employers for good people
Baylor, Ascension Providence, and H-E-B hire all year. A small company usually cannot match their benefits. You can offer a better first conversation, a faster decision, and a manager who knows people by name. I help you turn that into a hiring process: clear job descriptions, structured interviews, written offers, and an onboarding plan that makes someone glad they chose you.
Healthcare, education, and food: three industries, three sets of questions
Waco's largest employment sectors bring their own HR issues. Healthcare practices need careful handling of schedules, licensing documents, and overtime. Education-related and nonprofit employers need clear volunteer and employee lines. Food and manufacturing employers have shift work, safety, and supervisor training. I tailor the work to your setting instead of handing you a generic template.
Texas pay rules, in plain English
- Non-exempt employees must be paid at least twice a month, and exempt employees at least once a month, on posted paydays.
- If an employee is fired or laid off, final pay is due within six calendar days. If the employee quits, it is due on the next regular payday.
- A final check cannot be held because someone has not returned a badge, keys, or a signed form. Plan for that in advance with a written policy or wage agreement rather than withholding pay.
- Wage claims can be filed with the Texas Workforce Commission within 180 days after the wages were due, so the clock starts ticking early.
At-will, with a paper trail
Texas is an at-will state, and either side can end employment at any time without a reason. The exceptions include discrimination, retaliation for protected activity, and refusing to commit an illegal act. The best protection is not the label. It is written expectations, honest feedback along the way, and treating similar situations the same way. I help owners and managers build those habits.
Reporting new hires
Every new hire and rehire must be reported to the Texas Attorney General within 20 calendar days of the day they start earning wages. If you hire in waves, such as at the start of a school year or a busy season, put it on your onboarding checklist so it never depends on one person's memory.
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. See the pricing page for the details. If you are weighing 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 needs a legal opinion, I'll tell you and work alongside your employment attorney.
Questions Waco owners ask
- Do you come to Waco in person?
- Yes, when it helps, such as for a kickoff session, manager training, or a sensitive conversation. I'm based in Waxahachie, down I-35. Most ongoing work happens by phone, video, and email with a same-business-day reply.
- Is working with someone remote really the same?
- For most HR work, yes. Calls, shared documents, and email cover almost everything. See the Dallas-Fort Worth overview for how I handle in-person and remote work.
- We are a nonprofit. Is that a fit?
- Often. Nonprofits have the same hiring, pay, and compliance needs as other employers, with tighter budgets. The month-to-month plans and hourly project work make it easy to start small.
- Can you help with just a handbook?
- Yes. A custom handbook is a fixed-price project at $1,500.
Dallas-Fort Worth overview · All services
Also serving: Outsourced HR Dallas · HR consultant Fort Worth · Fractional HR Plano and Frisco · Small business HR DFW · Fractional HR Dallas · HR consultant Dallas · HR consultant Texas · Fractional HR McKinney · Fractional HR Arlington · Fractional HR Irving · Fractional HR Waxahachie · Fractional HR Waco · Fractional HR vs a PEO
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