What services do you provide?
Our HR Services provide services ranging from one-off projects (the creation of Employee Handbooks, and building HR processes) to supplementing your HR function with outsourced HR support (recruiting, day-to-day HR support). In addition, we work with organizations to build great cultures and teams (organizational development, leadership/management development, and coaching, team-building, strategic planning). We pride ourselves on being flexible to align our services with what you need.
What is fractional HR leadership?
Fractional HR leadership is the engagement of a senior HR professional on a part-time, retained basis. The fractional leader is embedded in your business as a strategic partner: attending leadership meetings, knowing your people and culture, and providing continuity over months or years. You're not buying hours. You're adding experienced HR leadership and judgment at the level your organization actually needs right now without the expensive overhead that goes with it.
What's the difference between fractional HR and interim HR?
They solve different problems, and we provide both.
Interim HR is full-time, short-term coverage designed for moments of disruption: an unexpected leadership exit, a vacancy that will take time to fill, a merger or restructuring that requires immediate hands-on presence. It's a bridge that stabilizes the organization while you navigate the transition.
Fractional HR is ongoing, part-time, and strategic. It's designed for organizations that are growing but not yet ready or not yet in need of a full-time HR leader. The focus of fractional HR is building the people systems and leadership capacity that prevent disruption rather than reacting to it.
Not sure which one you need? Here’s a simple test: if things would fall apart in the next six months without immediate, full-time HR coverage, you probably need interim.
If things stay messy and inconsistent, or possibly hinder growth, you probably need fractional.
If you're not sure, call us – we’ll tell you honestly which one is the right fit, or even if it’s a fit at all.
What does a fractional HR leader actually do?
A typical engagement covers talent strategy, leadership and manager development, compliance, employee relations, recruiting, compensation and retention strategy, HR infrastructure, and executive partnership with the CEO or COO. The goal isn't to add more HR for the sake of HR. It's to build the right few people systems in the right order so the business can grow with less friction.
What levels of HR support does Brixey & Meyer provide?
We meet clients where they are, which looks different for every organization.
Some clients come to us needing hands-on HR generalist support: day-to-day employee relations, compliance, onboarding, and the operational foundation that keeps things running. Others need a dedicated recruiting partner to build a pipeline and professionalize their hiring process.
Some need an experienced HR manager to support their leaders and bring consistency to people decisions across the organization. And some need a fractional CHRO, a senior strategic partner embedded in the executive team, shaping talent strategy, organizational design, and leadership development at the highest level.
Many of our client relationships start with one level of need and evolve over time. A company that first comes to us for recruiting support often discovers that the hiring problem is actually a workforce planning problem and the engagement grows from there.
We're structured to scale with you, so you're never locked into a scope that no longer fits where the business is.
What size company is fractional HR designed for?
Typically companies with 15 to 500 employees, but headcount matters less than complexity. A 25-person company with aggressive growth goals and inconsistent people practices may need senior HR leadership more urgently than a stable 300-person company with no plans to expand. The real question to ask yourself is whether your people systems are strong enough for what you're asking this business to do next.
What are the signs my organization needs fractional HR?
The signals are usually subtle before they become expensive. Common patterns include:
- HR issues keep landing on the leader’s desk
- Managers are inconsistent in how they hire, coach, or handle performance
- Compensation decisions are made one exception at a time
- Your best employees are leaving for companies with clearer growth paths
- Your HR team is capable but consumed by administration with no senior strategic layer
Why not just wait and hire a full-time HR professional?
Waiting has a cost that doesn't show up as a single line item. It shows up in patterns: avoidable turnover, weak manager effectiveness, inconsistent pay decisions, preventable employee relations issues, and distracted executives. A full-time HR leader search can take 2-4 months, then another three to six to reach full productivity. Fractional HR gives you experienced senior leadership while you're in that gap, or while you're figuring out whether a full-time hire is even the right next step.
What does fractional HR typically cost?
For most growing companies, fractional HR delivers senior-level strategic partnership at roughly 25–40% of the cost of a full-time hire, with no benefits, no long-term overhead commitment, and no six-to-twelve month onboarding curve before value shows up.
For context, a full-time HR Manager can cost between $75,000 to $125,000 a year in base salary. A CHRO in a mid-market company typically commands $200,000–$350,000 in base salary alone. Fractional HR gives you that caliber of experience and judgment at a fraction of that investment, scaled to what you actually need right now.
At Brixey & Meyer, engagements are designed around your specific needs and stage, so you're not paying for capacity you don't need or going without the support you do.
How quickly can a fractional HR leader start adding value?
Typically within weeks. A fractional HR leader brings pattern recognition from working across multiple organizations, industries, and growth stages, so they can identify what's urgent versus what's just noisy faster than someone learning the business from scratch. A strong fractional leader can stabilize current-state people issues while simultaneously building the systems needed for what comes next.
What sets Brixey & Meyer apart?
A team, not a consultant. Most fractional HR providers are solo operators: one person, one capacity ceiling. When life happens or demand spikes, your engagement is the one that slips. At Brixey & Meyer, you get a credentialed team backed by a full HR bench, so continuity is built into how we work.
HR inside a broader advisory firm. When your people strategy intersects with a financial decision, a succession question, an M&A conversation, or a tax implication, we connect those dots internally. A standalone fractional HR consultant has to refer you out. We don't.
Accountable for outcomes, not just activity. That's not a marketing line. It's built into how we structure our engagements. If the work isn't moving the business forward, we want to know about it before you do.
What industries and company types do you work with?
We work with companies across manufacturing, professional services, nonprofits, healthcare, and technology. Our Fractional CHRO team brings more than 50 years of combined experience across startups, Fortune 500 environments, professional services, nonprofits, healthcare systems, and precision manufacturing organizations. If your business sits outside those categories, reach out anyway. The fundamentals of building strong people systems travel across industries.
How do I know which type of support is right for us?
Most clients have a clear answer within the first 30 minutes of talking with us. Our HR Clarity Call is designed for exactly that: we listen to where you are, identify your most urgent people risks, and tell you honestly what type of support fits your situation, or whether we're even the right fit at all.
If you're dealing with something urgent right now, tell us when you book. We'll make sure the right conversation happens first.
