Leota Palmer Fractional HR manager

Pick the amount of HR help you need.

Some businesses need an experienced professional to manage HR on an ongoing basis. Others need one clear problem figured out and fixed. I do both, and I will not push you into a bigger engagement than your business needs.

Ongoing support

Fractional HR Management

Reliable HR management without another full-time leadership hire.

Fractional HR Management gives small and midsized businesses ongoing access to an experienced HR professional. I bring order to your HR, support your leaders and managers, keep the essential people processes running, and make sure important work gets finished.

We build the engagement around your size, your current resources and your priorities. I can work alongside an owner, an executive team, an office manager, an administrator or your existing HR staff. I provide the leadership and structure you do not have in-house right now.

Ask about fractional HR

What I can manage

  • HR policies, procedures and day-to-day practices
  • Employee records and documentation, from hiring to exit
  • Recruitment, selection, onboarding and orientation
  • Attendance, leave and workforce tracking
  • Performance reviews and manager follow-through
  • Employee relations administration and workplace documentation
  • Coordinating benefits and payroll inputs
  • Training coordination and policy awareness
  • HR reporting, workforce data and management updates
  • Separation, exit and offboarding
  • Compliance documentation, audit preparation and corrective actions
  • HR workflow and process improvement

A good fit if you

  • Have no dedicated HR manager
  • Have administrative HR support but need experienced oversight
  • Have outgrown informal or owner-managed HR
  • Need consistent systems without creating another full-time position
  • Are going through growth, transition, a vacancy or a period of change
  • Need your managers to get clearer HR guidance and follow-through

What success can look like

Clear ownership.
Better records.
More consistent processes.
Fewer unresolved items.
Stronger manager follow-through.
Leaders spending less time chasing routine HR matters.
HR that supports the business instead of adding friction.

Or bring me in for one thing.

You can book any of these on its own. Each one starts with a focused review, moves into practical improvement work, and names the measures that show whether the change is working.

Attendance & Workforce Reliability

Reduce preventable absence, lateness and inconsistent follow-through.

Attendance problems are rarely solved by rewriting a policy alone. The real issue may be unclear expectations, weak tracking, managers acting inconsistently, poor communication, a process that is hard to run, or a mix of several.

I review what is happening across the whole system, find the gaps that let the problem continue, and help you put a fair, consistent and workable approach in place.

Proof. I previously developed and put in place an attendance approach that contributed to a 70% reduction in absenteeism.

Measures may include. Absence rate, lateness frequency, repeat incidents, lost work hours, documentation completion, manager follow-through, and how well the agreed process is followed.

The work may include

  • Reviewing absence and lateness data for patterns and repeat issues
  • Assessing the attendance policy and how it is being applied
  • Examining tracking, documentation and escalation practices
  • Clarifying manager responsibilities and decision points
  • Strengthening employee communication and acknowledgement
  • Building practical tools for consistent follow-up
  • Supporting the rollout and reviewing early results
Ask about attendance help

Recruitment & Onboarding

Build a more efficient path from open role to productive new hire.

A hiring process can look busy and still lose time, money and strong candidates. Slow approvals, unclear ownership, inconsistent screening, weak communication and incomplete onboarding all create friction you can avoid.

I look at the complete process, not just the recruiting part, to help you attract, select and bring in employees with more control and consistency.

Proof. I have helped reduce recruitment costs by about 30–40%, and managed high-volume hiring of roughly 250–300 hires a year.

Measures may include. Recruitment cost, time to fill, candidate conversion, offer acceptance, hiring delays, onboarding completion, first-day readiness and early turnover.

The work may include

  • Mapping the current recruitment and onboarding workflow
  • Reviewing sourcing, agency use and recruitment costs
  • Strengthening screening, interview and selection steps
  • Clarifying roles, approvals and handoffs
  • Improving candidate communication and hiring documentation
  • Organizing offers, start dates, orientation and first-day readiness
  • Creating checklists, trackers and manager guidance
  • Identifying work that can be handled better in-house
Ask about hiring help

HR Operations Health Check

Find the gaps, set the priorities and build a more dependable HR operation.

Leaders often know HR is not working as well as it should. But they cannot see the gaps clearly, or which issues need attention first. The Health Check gives you that view.

I review the core systems, records and workflows behind the employee lifecycle, find what is missing or inconsistent, and give you a prioritized improvement plan you can actually use.

What you receive

  • A clear summary of findings
  • Prioritized risks, gaps and improvement opportunities
  • Recommended actions and ownership
  • Practical tools, workflows or policy updates where included in scope
  • Optional implementation support

Measures may include. Missing-document rate, completion of required processes, outstanding HR matters, review-cycle completion, processing time, reporting accuracy, backlog reduction and closure of corrective actions.

The review may examine

  • Employee files, documentation and record ownership
  • Policies, procedures and employee acknowledgements
  • Recruitment and onboarding workflows
  • Attendance, leave and timekeeping administration
  • Performance-review completion and manager follow-through
  • Employee-relations documentation and outstanding matters
  • Benefits and payroll handoffs
  • Training and compliance records
  • HR reporting and workforce data
  • Separation and offboarding practices
  • Responsibilities, backlogs and unresolved work
Request a Health Check

How we get started

  1. Clarify We get clear on the business need, your current HR arrangement and the result you want.
  2. Agree We agree on the scope, the responsibilities, the access I need and practical measures of improvement.
  3. Review I review the current state, including available records, data, workflows and input from the people involved.
  4. Implement I put the agreed priorities in place and set up practical ownership for what follows.
  5. Check results We review the results, the remaining gaps and recommended next steps.

Not sure which one fits?

If the need is ongoing and covers several parts of the employee lifecycle, Fractional HR Management is likely the better fit. If the need is in one area with a clear result in mind, start with a focused service.

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