What does 'fractional HR’ mean?

Fractional HR means you get the expertise of a senior HR professional without hiring full-time. We act as your HR department on a part-time or project basis, handling everything from payroll administration to compliance and employee relations.

What payroll systems do you support?

We’re platform-agnostic. We specialize in Rippling and iSolved (including through providers like Paragon), but we also work with ADP, Paychex, Gusto, and others. If you’re on a different system, we can often work with it or help you migrate to a platform better suited to your needs.

Can you help us stay compliant with labor laws?

Absolutely. We maintain current employee handbooks, conduct compliance training, and keep your documentation audit-ready. We cover federal requirements like FMLA and ADA, plus state-specific regulations for every state you operate in.

How is this different from a PEO?

Unlike a PEO, you maintain full control of your employees and don’t share employer responsibilities. We’re an extension of your team, not a co-employer. You keep your own workers’ comp policy and benefits plans while we handle the administrative burden.

What size companies do you work with?

We work best with growing businesses between 10-250 employees. Below 10, the fractional model may not be cost-effective. Above 250, you likely need full-time dedicated HR staff. Our sweet spot is companies that have outgrown their startup systems but aren’t ready for an enterprise HR team.

What if we eventually need to hire a full-time HR person?

That’s often the goal. We help you build the systems and documentation so that when you’re ready to hire a full-time HR Director, they can hit the ground running. We can even help recruit and onboard them, then transition to an advisory role.

Core service line · The wedge offer

We own the HR and payroll admin that keeps falling between the owner, the manager, and the payroll vendor.

Payroll coordination, employee files, onboarding, leave, compliance tracking, and the monthly owner readout, handled by a senior operator, not a ticket queue. Built for regulated SMBs with 10-100 employees.

Start with a $2,500 audit

Partner

Rippling Certified

Google reviews

5.0 ★ · 6 reviews

Licensed

LNHA · MA · NH · NC

Insured

E&O coverage

Based in

Ludlow, MA

What we own

Your monthly HR ops surface

Bi-weekly payroll runs + audits
Onboarding, files, employee changes
PFML / FMLA notices + return-to-work
Compliance + training tracker
Manager guidance + escalation
Monthly owner/operator readout

Retainer

$2,250/month+/mo

Minimum

3 months

Operator

Senior

What we cover

The full HR and payroll surface, not the slice your last vendor would touch.

Most HR providers hand you payroll OR onboarding OR compliance tracking. We own the whole thing, so the work stops falling between you, your manager, and a vendor that doesn't call back.

Payroll Administration

Own the payroll cycle, system changes, provider coordination, and error prevention before payroll becomes a fire drill.

Explore the playbook

HR Operations

Onboarding, offboarding, file management, employee changes, and day-to-day HR admin that stop living in email.

Explore the playbook

Compliance & Policy Management

Handbooks, policies, compliance calendars, acknowledgements, and documentation discipline that hold up under scrutiny.

Explore the playbook

Training & Development

Compliance training tracking, manager enablement, and repeatable onboarding programs that actually get completed.

Explore the playbook

Leave Management (FMLA/PFML)

Entitlement tracking, notices, documentation, and return-to-work coordination before leave turns into legal risk.

Explore the playbook

Benefits Administration

Open enrollment, eligibility changes, deductions, broker handoffs, and employee benefits questions kept moving.

Explore the playbook

The 90-day arc

Audit, stabilize, run. In that order.

The first 90 days move from understanding what's broken, to closing the gaps, to operating cleanly month over month. We don't pitch transformation, we run the back office.

Days 1-14

Audit & stabilize

Pull the files, review the payroll process, surface every gap. The first two weeks are about understanding what's actually happening, not pitching new systems.

Employee file audit
Payroll process map
Risk + gap report

Days 15-60

Cleanup & ownership

We close the gaps that matter, take over the recurring admin work, and stand up the systems that keep files current week-over-week.

Missing-doc cleanup
Onboarding & offboarding routines
Compliance tracker live

Day 60+

Run & report

Payroll runs, files stay current, training tracker stays green, monthly readout lands in your inbox. You stop being the de facto HR department.

Bi-weekly payroll cadence
Monthly owner readout
Continuous compliance

What you get every month

A single readout that tells the truth about your people ops.

Once the engagement is running, you get a monthly dashboard covering payroll health, file completeness, training status, compliance exposure, and any manager-level escalations. No 60-page deck. No vague consulting language.

Payroll runs: clean / flagged / blocked
Employee file completeness, per employee
Training & compliance: who's overdue
PFML / FMLA: cases open + return-to-work status
Hiring pipeline + screening turnaround
Risks the owner needs to know this month

Sample monthly HR and payroll readout dashboard showing employee headcount, payroll totals, compliance tasks, and training tracker — Sample monthly readout, actual report customized to your team and regulatory landscape.King & Co.

Pricing

Two ways in. Both fixed and transparent.

Most engagements start with the audit and convert to a retainer. Some clients hand the audit plan to their team and stop there. Both work.

Way in

Compliance Audit Sprint

$2,500fixed fee

A 30-day audit of your files, payroll process, and compliance documentation. Same scope every time.

Employee file audit (every employee)
Missing-document report
Training & compliance matrix
Payroll process & risk summary
30-day cleanup plan
60-minute owner readout

Credited toward your first month if you continue with a retainer.

See the audit page

Recommended

Ongoing

HR & Payroll Backstop

$2,250/month+/month

The retainer the audit converts into. Payroll, files, compliance, monthly readout, and priority access.

Payroll coordination + audits
Onboarding & employee file management
PFML / FMLA notice + return-to-work
Compliance & training tracking
Monthly owner/operator report
Priority email + Slack support

3-month minimum. Sized to team complexity, not headcount alone. Excludes employment law advice and direct payroll-tax filing.

Get a scoped quote

Selected work

Scaling from 3 to 12 locations

The founder was drowning in admin work, unable to focus on clinical strategy. Billing was centralized but chaotic.

Scalable

Growth Infrastructure

Significant

Owner Time Reclaimed

Multi-Site

Scalable Operations

Read the full case study

Healthcare

We implemented a centralized practice management OS, hired a COO, and standardized the patient journey.

Deployed integrated practice management system
Recruited and onboarded experienced COO
Standardized patient intake and treatment workflows
Implemented centralized scheduling and billing operations

A note from the founder

“The sweet spot here is the operator who’s doing the HR work themselves, and knows it’s costing them. We take that off your plate so you can run the business. No ticket queue, no junior associate, no software pretending to be a service.”

Josh King· Founder, King & Co.

HR & Payroll FAQs

Straight answers about cost, scope, and when it makes sense to get this work off your team's plate.

Stop running HR yourself.

Start with the $2,500 audit. We'll tell you what's exposed, what to fix, and what we'd own for you next.

Start with a $2,500 audit

Partner

Rippling Certified

Google reviews

5.0 ★ · 6 reviews

Licensed

LNHA · MA · NH · NC

Insured

E&O coverage

Based in

Ludlow, MA