Fractional HR Waxahachie, TX

Fractional HR from a Waxahachie neighbor

For small to mid-market companies, about 15 to 80 people. Waxahachie is home base for Quick HR Solutions. I work with Ellis County owners in person, and with owners anywhere in the US by phone and video.

If you run a business in Waxahachie, Midlothian, Red Oak, Ennis, or anywhere else in Ellis County, there is a good chance you are also your own HR department. You hire, you handle the complaints, you decide what goes in the handbook, and you look up the Texas rules at night. That works until it doesn't. Somewhere around 20 employees it starts to cost you time, money, and sleep.

I'm John Singleton, and I have spent more than 16 years in senior HR at companies like TCS, Coforge, and Mastek. My practice is based in Waxahachie, so sitting across the table from a local owner is easy.

What the Waxahachie economy looks like

The city's economic development office describes Waxahachie's job base as a mix of healthcare, education, logistics, and advanced manufacturing. Its list of top employers includes Baylor Scott & White Medical Center at Waxahachie, Waxahachie ISD, the Walgreens distribution center, Dart Container, Ellis County, the City of Waxahachie, Lippert Components, Owens Corning, and Cardinal IG, with plenty of smaller manufacturers, fabricators, and trucking companies behind them. Southwestern Assemblies of God University and Navarro College are here too.

Seasonal work matters locally as well. The Scarborough Renaissance Festival, here in Waxahachie, hires part-time and seasonal staff each fall for food service, attractions, guest services, and more, and it is the sort of local employer that many small businesses compete with for younger and part-time workers.

That mix shapes the HR questions I hear from Ellis County owners:

Plant and shop floor supervision

Your best machine operator or crew lead gets promoted and is suddenly managing friends. Nobody showed them how to give feedback, write up a problem, or handle a complaint. I help set expectations for new supervisors and give them simple tools, so small issues stay small.

Overtime, salaries, and shift pay

Paying someone a salary does not automatically make them exempt from overtime. Shift leads and production supervisors are the roles most often misclassified. I help owners work out which roles are truly exempt, which should be hourly, and how to build clear pay ranges so every raise is not a fresh negotiation.

Hiring when the labor market is tight

Distribution and manufacturing employers are all hiring from the same local pool. A clear offer, a quick process, and a solid first week are often what turns a candidate into an employee. When you do hire, remember the Texas Attorney General requires you to report every new hire and rehire within 20 calendar days of the day the person starts earning wages.

Pay, final checks, and at-will

A short Texas refresher:

• Payday Law: Non-exempt employees are paid at least twice a month and exempt employees at least once a month, with paydays posted. Final pay is due within six calendar days if you let someone go, and by the next regular payday if they quit. You cannot hold a final check over unreturned equipment.
• At-will: Either side can end the job at any time without a reason, unless an agreement says otherwise or the reason is one the law forbids, such as discrimination or retaliation. The Texas Workforce Commission also notes that a company that ignores its own policy for years and then suddenly enforces it can lose in court.

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 the details. If you are comparing options, here is how fractional HR differs from a PEO and from 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.

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