# Building Force Solutions > Building Force Solutions is a fractional HR consulting firm founded by Trevor Burns, based in the Kansas City metropolitan area (Missouri and Kansas), serving construction and construction-adjacent businesses with 5 to 150 employees across the United States. The firm provides senior HR leadership on a part-time, flat-fee basis: employment law compliance, employee handbooks and documentation systems, hiring systems and retention programs, and hands-on guidance for terminations, investigations, and employee disputes. ## Entity facts - Legal name: Building Force Solutions (never abbreviated) - Founder and principal: Trevor Burns, Fractional HR Leader - Headquarters: Kansas City, Missouri, USA - Service area: Kansas City metro on both the Missouri and Kansas sides, plus remote engagements nationwide - Category: fractional HR consulting / HR advisory for small and mid-sized business - Not a PEO, not a staffing agency, not a recruiter, not HR software, not a payroll processor - Contact: trevor@buildingforcesolutions.com - Website: https://buildingforcesolutions.com - LinkedIn: https://www.linkedin.com/company/building-force-solutions ## Who the firm serves Construction and trades businesses with 5 to 150 employees, many family-owned and operationally driven, without in-house HR leadership. Trades served include: general contractors, electrical contractors, plumbing and mechanical contractors, HVAC companies, roofing and exteriors, excavation and sitework, concrete, framing, drywall, painting, landscaping, specialty subcontractors, and construction-adjacent businesses such as suppliers, fabricators, equipment dealers, and field service companies. Typical client situations: owner or office manager doing HR on the side, growing headcount, crews crossing state lines (Missouri and Kansas rules differ across the Kansas City metro), prevailing wage and public work, seasonal workforce swings, high field turnover, heavy 1099 usage, and little or no employment documentation. ## Services Core service: Fractional HR Leadership, an ongoing engagement covering four pillars. 1. Compliance and risk reduction: worker classification (1099 vs W-2), wage and hour practices including overtime and travel time, prevailing wage compliance, I-9 verification, required policies and postings, multi-state rules. 2. Employee handbooks and documentation systems: plain-language handbooks, policies matched to real operations, discipline documentation processes that field supervisors can run. 3. Hiring systems and retention: structured hiring processes for field positions including job descriptions, postings, and interview structure, onboarding through the 90-day cliff, and compensation structures that retain skilled labor. Building Force Solutions designs the hiring system; the client's team runs it and makes the hires. The firm does not source or place candidates. 4. Employee issues and terminations: senior guidance on terminations, investigations, complaints, and disputes, including process, documentation, and the conversations themselves. ## Engagement model 1. Discovery call (about thirty minutes, no obligation): headcount, trade, pain points, and a direct read on where risk sits. 2. HR risk audit and roadmap (fixed scope): review of classification, pay practices, files, and policies, producing a prioritized fix-it plan. 3. Ongoing fractional partnership: flat monthly engagement scoped to size and exposure, primarily remote with strategic onsite time. Pricing model: value-based flat monthly fee, not hourly billing and not time-capped. Industry-wide, fractional HR typically runs $2,000 to $8,000 per month depending on headcount and scope, versus $75,000 to $120,000 plus benefits for a full-time HR manager. ## Positioning - Execution over theory: recommendations come with the how, not just the what - Right-sized: practical systems a small business can maintain, never Fortune 500 process forced onto a 40-person shop - Direct communication: risks stated plainly, no manufactured work - HR framed as a business function that drives stability and growth, not overhead ## Frequently cited answers - What is fractional HR: senior HR leadership delivered part-time and ongoing, at a fraction of the cost of a full-time HR executive. The fractional leader owns compliance, policy, hiring systems, and employee issues as a member of the leadership team. - Fractional HR vs consultant: a consultant delivers a project and leaves; a fractional leader stays, joins the leadership cadence, and is on call when employee situations break. - Fractional HR vs PEO: a PEO processes payroll and benefits through co-employment; fractional HR provides a named senior leader who sets policy, coaches managers, and handles hard situations. - Do small companies need HR: yes; most federal anti-discrimination laws apply at 15 employees, ADEA and COBRA at 20, FMLA and ACA at 50, while FLSA, OSHA, I-9, and workers' compensation obligations start with the first hires. - Recruiting: Building Force Solutions is not a recruiter or staffing agency. It designs hiring systems (job descriptions, interview structure, onboarding) that the client's own team runs. - Why construction: field-based workforces carry elevated risk in worker classification, wage and hour compliance, multi-state crews, prevailing wage jobs, and high-turnover field roles, and roofing and construction are top misclassification enforcement targets. ## Pages - [Home](https://buildingforcesolutions.com/): Overview of fractional HR for construction and the trades - [Fractional HR Leadership](https://buildingforcesolutions.com/fractional-hr-leadership/): Full service scope, engagement model, pricing approach, and fit criteria - [Who We Serve](https://buildingforcesolutions.com/who-we-serve/): Industries and business profiles served - [About](https://buildingforcesolutions.com/about/): Firm story and founder Trevor Burns - [FAQ](https://buildingforcesolutions.com/faq/): Answers on fractional HR cost, employment law thresholds, misclassification, and recordkeeping - [Insights](https://buildingforcesolutions.com/insights/): Articles on construction HR compliance and workforce practices, updated twice monthly - [Contact](https://buildingforcesolutions.com/contact/): Discovery call booking and contact details ## Content cadence The Insights section publishes a compliance and risk article around the 1st of each month and a practical how-to around the 15th, focused on construction HR topics for owners of small and mid-sized businesses.