Fractional HR Business Partner – 1099 Contractor

This is a fully remote position, open to applicants in Colorado, +2 more states.

📋 Description

• Assist managers in addressing employee issues, performance challenges, tough discussions, and separation planning.

• Develop or revise handbooks, policies, job descriptions, and employee communications.

• Evaluate HR practices, pinpoint deficiencies, and formulate actionable plans.

• Enhance hiring, onboarding, and offboarding processes.

• Guide clients through HR regulations across various states, including leave and accommodation matters.

• Create tools for performance reviews and mentor managers on providing constructive feedback.

• Optimize HR systems, employee records, and payroll or benefits procedures.

• Assist with retention, compensation, and workforce planning initiatives.

• Ensure that agreed-upon tasks are completed and keep clients updated.

• Identify issues that need legal counsel or specialized assistance.

⛳️ Requirements

• A minimum of five years of progressive HR experience, including roles such as HR Business Partner, HR Manager, HR Consultant, or similar.

• A current SHRM-CP, SHRM-SCP, PHR, or SPHR certification.

• Proven experience aiding small to midsize businesses in making pragmatic HR decisions.

• Strong judgment in employee relations and a meticulous approach to handling confidential information.

• Experience providing support to employees across multiple states.

• Exceptional writing skills with the ability to produce clear and practical documents.

• Confidence in managing various client projects and delivering on commitments.

• Familiarity with HR systems like Gusto, Rippling, Paylocity, or similar platforms.

• A well-established independent HR consulting practice with the capability to provide services.

• Experience with nonprofits, startups, professional services, California or New York compliance, investigations, compensation, or HR systems projects is an advantage.

🏝️ Benefits

• Flexible schedule and work location determined by the contractor.

• Option to choose whether to accept proposed projects.

• Opportunity to continue serving other clients, adhering to confidentiality and conflict-of-interest guidelines.

• Nonexclusive independent contractor agreement.

• No fixed daily shifts or on-call obligations.

• Client-system access provided as necessary.