The Flagship Service
Fractional HR Leadership
Fractional HR leadership gives your business a senior HR professional on a part-time, ongoing basis. Building Force Solutions handles compliance, documentation, hiring systems, and employee issues for construction and trades companies with 5 to 150 employees, at a fraction of the cost of a full-time HR hire.
The Role
What does a fractional HR leader actually do?
A fractional HR leader owns the people function the way a CFO firm owns the books. They set policy, keep the company compliant, build hiring and discipline systems, coach managers, and step in personally when an employee situation turns serious.
The difference from a consultant is continuity. This is not a one-time project or an audit that sits in a drawer. It is an ongoing seat on your leadership team, filled by someone who knows your crews, your jobs, and your risk.
- Owns compliance. Classification, wage and hour, I-9s, postings, and multi-state rules stay current without you thinking about them.
- Builds the systems. Handbook, onboarding, discipline documentation, pay structure. Practical versions your team will actually use.
- Coaches your managers. Foremen and supers learn how to document, correct, and communicate without creating liability.
- Handles the serious stuff. Terminations, harassment complaints, injury-adjacent HR issues, agency letters. A pro runs point.
Scope
What’s included
Four pillars, one engagement. Every piece sized for how a contractor actually operates, not how a corporate HR department wishes you operated.
Compliance & risk reduction
A full review of worker classification, overtime and travel-time pay practices, prevailing wage compliance, I-9 files, and required policies. Then ongoing monitoring as laws change and your footprint grows. Missouri, Kansas, and every state your crews work in.
Handbooks & documentation systems
An employee handbook written in plain language, policies that match how you actually operate, and a discipline documentation process simple enough to run from the field. When a claim comes, your paper trail is your defense.
Hiring systems & retention
Job descriptions and postings that pull real applicants, interview structures that filter for reliability, onboarding that keeps new hires past the 90-day cliff, and comp structures that hold your best people. Your team runs the hiring. We make the process work.
Employee issues & terminations
When someone needs to go, when a complaint lands, or when two employees are at each other’s throats, you get senior guidance on the process, the documentation, and the conversation itself. Done right the first time.
Investment
How much does fractional HR cost?
Across the industry, fractional HR typically runs $2,000 to $8,000 per month depending on headcount, risk, and scope. Building Force Solutions prices by value and scope in a flat monthly engagement, not hourly billing. Compare that to $75,000 to $120,000 plus benefits for a full-time HR manager.
Flat pricing matters for one reason: you should never hesitate to call because the meter is running. When a foreman has a situation at 7 a.m., the right move is to pick up the phone, not to weigh the invoice.
Discovery call
Where the risk sits, what is costing you people, and whether this is a fit. Thirty minutes, no obligation.
HR risk audit & roadmap
A fixed-scope review of your classification, pay practices, files, and policies with a prioritized fix-it plan.
Ongoing partnership
A flat monthly engagement scoped to your size and exposure. Cancel terms are simple and in writing.
Fit Check
Built for some companies. Not for all.
Strong fit
- Construction or trades business with 5 to 150 employees
- Owner or GM currently doing HR on the side
- Growing headcount, multi-state work, or prevailing wage jobs
- Has been burned once, or can see the exposure coming
Probably not a fit
- Needs a full-time, onsite HR department presence
- Wants payroll processing or benefits administration only
- Needs a recruiter or staffing agency to source and place candidates
- Looking for the cheapest possible checkbox, not real risk reduction
- Enterprise with existing HR leadership in place
Service FAQs
Questions owners ask before engaging
How many hours per week does a fractional HR leader work?
Engagements are scoped by outcomes, not hours. A typical month includes scheduled working sessions, policy and documentation work, and on-call support when an employee issue hits. You are buying access to senior judgment when you need it, not a block of billable time.
Do you replace our office manager or payroll company?
No. Building Force Solutions works alongside whoever runs payroll and administration today. We take on the leadership layer: compliance decisions, policy, documentation standards, employee issues, and manager coaching. Your existing payroll provider or office manager keeps doing what they do well.
Is fractional HR onsite or remote?
Primarily remote, with strategic onsite time where it earns its keep, such as leadership sessions or rolling out a new handbook. Day-to-day support runs by phone, video, and email, which keeps response fast and cost down for the client.
How fast can we get started?
The discovery call takes thirty minutes and the risk audit typically begins within days of engagement. Most clients have a prioritized roadmap in hand within the first weeks, with the highest-exposure items addressed first.
Find out where your risk sits
Thirty minutes. A straight read on your exposure and whether fractional HR fits. If it does not, you will leave with a clearer picture anyway.