Fractional HR Managers & HR Directors for Irish SMEs
Senior HR expertise that becomes part of your business.
When your business needs more than occasional HR advice, HRconsultants.ie provides fractional HR Managers and HR Directors who take responsibility for the HR work that needs to be done.
We work with Irish SMEs that need experienced HR support without necessarily appointing a full-time senior HR professional.
Senior HR support when your business needs it
As a business grows, people management becomes more demanding. Without the right expertise in-house, these responsibilities often fall to the CEO, business owner or another member of the management team.
A fractional HR Manager or HR Director gives your business access to experienced HR support that can take on the responsibilities of an internal HR professional.
This can be particularly valuable when you need senior HR expertise, but a full-time appointment is not the right solution for your business.
What is a fractional HR Manager or HR Director?
A fractional HR professional performs the role of an HR Manager or HR Director for a business on an agreed, part-time or outsourced basis. They provide ongoing HR expertise and take responsibility for the areas of HR that the business needs support with.
Unlike a general advice line, a fractional arrangement is built around an understanding of your organisation.
For an SME, this means having someone who can contribute to both the day-to-day management of HR and the longer-term decisions that affect the workforce.
Employee Relations & People Management
Support with employee issues, disciplinary and grievance matters, absence, performance concerns and situations requiring careful, consistent HR management.
HR Policies, Procedures & Compliance
Developing, reviewing and maintaining the policies, procedures and employment documentation your business needs, while helping management meet its employment obligations.
Performance Management & Manager Support
Helping managers address performance issues, manage employees effectively and approach difficult conversations with greater confidence and consistency.
Recruitment & Workforce Planning
Supporting the people-related aspects of recruitment, workforce planning and organisational changes so that HR decisions reflect the needs of the business.
HR Strategy & Senior Management Advice
Providing senior-level HR input into business planning, people priorities, organisational development and decisions affecting employees and management.
Ongoing HR Operations
Taking responsibility for the HR processes, administration and day-to-day work that would ordinarily sit with an internal HR function, according to the agreed scope.
Fractional HR Manager vs Fractional HR Director?
The right level of support depends on the responsibilities you need someone to take on and the complexity of your business.
Fractional HR Manager
A fractional HR Manager is generally suited to businesses that need experienced, hands-on HR management. The focus is on ensuring HR responsibilities are managed effectively, employee matters are handled appropriately and managers receive the support they need.
This may be the right option when your business has outgrown informal HR arrangements or needs someone to take ownership of its ongoing HR function.
Fractional HR Director
A fractional HR Director provides senior HR leadership, with greater emphasis on strategic decisions, organisational priorities and the relationship between people management and business objectives.
This may be appropriate when you need HR input at senior management level, face complex people challenges or require leadership to develop and oversee your HR direction.
Not sure which level you need? Tell us about your business and the responsibilities you would like support with. We can discuss the type of HR expertise that would be appropriate.
Not just an HR helpline, HR advice from people who understand your organisation
Continuity
Work with HR professionals who get to know your business.
Context
Advice reflects the workplace and situation in front of you.
Commercial perspective
We consider the wider implications of people decisions.
Has Your Business Outgrown Its Current HR Arrangements?
You may benefit from fractional support if your business needs senior HR expertise but does not have the right level of support in-house.
The important question is not simply whether you need more HR advice. It is whether your business needs someone with the experience and responsibility to manage HR as an ongoing function.
The CEO or business owner is spending too much time dealing with HR matters.
Your existing HR arrangements are no longer sufficient for the size or complexity of the business.
You need experienced support with employee relations or more complex people issues.
Managers need greater guidance and consistency in how they manage employees.
Your business needs HR leadership to support its plans and priorities.
You have HR personnel in place but need additional senior expertise.
A Role Shaped Around Your Business
We begin by understanding your business and the HR responsibilities you need support with. This includes discussing your current arrangements, the issues you are facing and the level of expertise required.
From there, we agree the scope of the fractional HR role and how the support will work in practice. The objective is to establish the appropriate level of HR management or leadership, rather than provide a generic package of advice.
As the relationship develops, your HR professional builds a better understanding of your organisation and its people. This continuity helps ensure the support remains relevant to the business and the decisions being made.
Discuss your organisation, current arrangements, priorities and HR challenges.
Define the responsibilities, seniority and practical working arrangement.
Your fractional professional manages the agreed HR work and builds continuity.
Frequently asked questions
Straightforward answers for Irish SMEs considering senior HR support.
What is the difference between fractional HR and outsourced HR?
Fractional HR generally refers to an HR professional taking on an ongoing role within a business for an agreed portion of their time or on an outsourced basis. Outsourced HR is broader and can range from occasional advice to a fully managed HR function. Our fractional service focuses on providing the responsibilities and expertise of an HR Manager or HR Director, rather than operating solely as an advice helpline.
Can a fractional HR Manager handle day-to-day HR matters?
Yes. A fractional HR Manager can take responsibility for the day-to-day work normally associated with an internal HR management role, according to the agreed scope. This can include employee relations, performance management, policies, management support and other operational HR responsibilities.
When would we need an HR Director rather than an HR Manager?
An HR Director is generally more appropriate when the business needs senior leadership, strategic input or support with complex organisational decisions. An HR Manager typically focuses more on hands-on ownership of the ongoing HR function.
Do we need an existing HR department?
No. Fractional HR support can be relevant to businesses that do not have an internal HR function, as well as those that have HR personnel but require additional experience or senior-level support.
Is fractional HR suitable for a growing SME?
Yes. It is particularly useful when informal HR arrangements are no longer sufficient, but the business does not yet need or want a full-time senior HR appointment.
How much does a fractional HR Manager or HR Director cost?
Cost depends on the level of expertise, scope of responsibility and agreed arrangement. Contact us with an outline of your needs and we can discuss an appropriate level of support.
Will our HR professional get to know our business?
Yes. Understanding the employer and the business is central to our approach. We take the time to learn about your organisation so that our HR support is informed by your circumstances rather than treating each matter as an isolated enquiry.
Need experienced HR leadership without a full-time appointment?
Tell us what your business needs.
Share a little about your organisation, current HR arrangements and the responsibilities you need support with. We can discuss the level of HR expertise that may be appropriate.