Compliance risk you can't see.
Multi-state rules, contractor misclassification, wage-and-hour landmines — the stuff that's invisible until it's a lawsuit or a fine. You can't fix what you can't see. We can.
Fractional HR + Headhunting for owners who'd rather be building
We do the dirty work. You run the business.
Compliance you can't see. Turnover eating your margin. A handbook from 2019 and offer letters you write in email. That's our job now. Hand us the messy, risky, unglamorous people work — and get back to the thing you actually started the company to do.
Former CHRO · SHRM-SCP · MBA (HR) · 10+ yrs HR leadership · Tripled headcount as CHRO · Thousands of staff supported across most US states + international · 300+ hires/year · Metro Detroit, nationwide
// Sound familiar?
You didn't start a company to run HR. But here you are.
Turnover is quietly eating your profit.
Replacing one person costs 50 to 200 percent of their salary. Do that a few times a year and it's a line item you never budgeted for. It doesn't show up on a P&L labeled "we're bad at people."
You have no people infrastructure.
Offer letters improvised in email. A handbook that hasn't been touched since 2019. No process, just vibes and hope. That works until it doesn't — usually right when you're trying to grow.
You are the HR department.
Answering benefits questions at midnight. Refereeing a dispute between two managers. Every people problem in the building routes to you. That's not leadership. That's a bottleneck with your name on it.
Any of these hitting close? Good. That's exactly what we take off your plate.
// What we do
Two ways we take the mess off your hands.
Fractional HR Leadership
A real HR leader in your corner — without the $250K salary, the benefits, or the equity. We run the people function like we own the outcome: compliance, process, comp, coaching, the works. You get executive-level HR. You pay for the part you actually need.
- On-call advisory when the hard questions land
- Compliance and policy kept current, not "current as of 2019"
- Manager coaching so problems get solved below your desk
- Recruiting, onboarding, and comp guidance
- Strategy sessions that move the business, not the org chart
- HRIS and systems that actually get used
Headhunting & Recruiting
The right hire fixes more than any process ever will. We've run 300+ hires a year at a global logistics leader and grown regional staffing 300 percent through acquisitions. We know how to find people who don't answer job posts — and close them.
- Direct-hire search for roles that matter
- Sourcing the passive candidates your job board never reaches
- Screening built to filter out the wrong-fit fast
- Offer strategy and close support
- Onboarding that doesn't lose them in week one
Sometimes you don't need a partner. You need one specific mess cleaned up. Flat fee, clear scope, done.
// Fixed-fee projects
// 01
HR Diagnostic & Risk Audit
We find the landmines before they find you.
// 02
Compliance Audit & Remediation
The gaps get named, then closed. No more guessing.
// 03
Employee Handbook (Multi-State)
A handbook people can actually follow, current in every state you operate.
// 04
HRIS Selection & Implementation
The right system, set up right, so it saves time instead of eating it.
// 05
Payroll Setup & Processing
Payroll that runs clean and on time. Nobody wonders where their check is.
// 06
Multi-State Compliance Setup
Hiring across state lines without stepping on a rake in each one.
// 07
M&A HR Integration
Two workforces, one operation, minimal chaos. We've done the 300% version of this.
// 08
Onboarding Process Build
Day one that makes people want to stay, not run.
// 09
Compensation & Total Rewards
Pay that's fair, defensible, and won't blow up your budget.
// 10
Workplace Investigations
The conversation nobody wants to have, handled by someone who's had it before.
// The receipts
We talk a big game. Here's the proof.
- 3×
- Employees sourced, hired, and onboarded as CHRO — headcount more than tripled
- 1,000s
- Staff managed from the HR seat — nearly all US states, plus international
- 300+
- Hires per year at a global logistics leader (+30% staffing)
- 300%
- Regional staffing growth through acquisition integration
Run by Eric Panfalone — former CHRO, SHRM-SCP, MBA in HR. Ten-plus years fixing the people problems most owners lose sleep over. Early adopter of practical AI in HR, back before it was a buzzword.
// How it works
No pitch decks. No runaround. Three steps.
-
Book the call.
Thirty minutes. You tell us where it hurts. We tell you straight whether we can help and what it'd cost. No hard sell, no homework.
-
We find the mess.
We look under the hood — compliance, comp, process, risk — and hand you a clear read on what's broken and what it's costing you. No jargon. Just the picture.
-
We handle it.
Fractional partner, headhunt, or a fixed-fee project — we get to work. You get your time back and stop being the HR department.
// Pricing
Real HR leadership, priced for the size you actually are.
A full-time CHRO runs $250K-plus a year — before benefits and equity. Here's the version that fits a growing company.
HR on Call
$2,500
/mo · month-to-month
- On-call advisory
- Monthly check-in
- Policy & compliance Q&A
- Handbook upkeep
- AI-assisted compliance monitoring
Fractional HR Partner
$6,500
/mo · 3-month minimum
- Everything in HR on Call, plus:
- Monthly strategy session
- Manager coaching
- Recruiting & onboarding support
- Performance & comp guidance
- HRIS optimization
- Quarterly compliance review
Fractional CHRO
from$12,000
/mo · 6-month minimum
- Everything in Fractional HR Partner, plus:
- Full people strategy & org design
- Comp architecture
- Change management & M&A / multi-state readiness
- Board & investor HR reporting
| Project | Investment |
|---|---|
| Direct-Hire Search | 15–20% of first-year salary |
| HR Diagnostic & Risk Audit | $2,500–$6,000 |
| Compliance Audit & Remediation | $8,000–$20,000 |
| Employee Handbook (multi-state) | $4,000–$8,000 |
| Compensation Plan Design | $15,000–$40,000 |
| HRIS Implementation | $15,000–$50,000 |
| Payroll Setup | $2,500–$7,500 |
| Payroll Processing | from $30 / employee / mo |
| M&A HR Integration | $20,000–$60,000 / deal |
| Workplace Investigation | $3,500–$10,000 / case |
| Onboarding Process Build | $6,000–$15,000 |
// Who's doing the work
You're not hiring a firm. You're hiring the guy who's already done it.
Eric Panfalone spent 10-plus years as an HR leader and CHRO before he started doing this on his own terms. He's more than tripled a company's headcount as CHRO, managed staff from the HR seat in nearly all US states — and internationally — and run 300-plus hires a year at a global logistics leader. He's integrated acquisitions into 300 percent regional staffing growth. The messy stuff isn't theory to him — it's Tuesday.
The credentials are real: former CHRO, SHRM-SCP (active), MBA with an HR concentration from Wayne State, a B.S. in Psychology. He was an early adopter of practical AI in HR, back when most of the field was still pretending it wasn't coming. The point of all of it is the same — solve the people problem before it becomes an owner problem.
Based in Metro Detroit, working nationwide, remote and on-site. Blue-collar work ethic, executive-level HR. He does the dirty work so you don't have to.
Former CHRO
SHRM-SCP
MBA (HR)
10+ yrs
// Straight answers
The questions you're actually asking.
You can — for $250K-plus a year before benefits and equity, if you want a CHRO-level operator. Most growing companies don't need someone at that level five days a week. They need that brain one day a week and the mess handled. That's the whole point of fractional. Executive HR, right-sized to what you actually have.
It means a real HR leader is on your team — just not full-time. Depending on your plan, that's a day a month or a couple days a week. On-call for the fires, proactive on the strategy, and handling the projects in between. You get the outcome without the headcount.
Both. Most of the work happens remote and moves fast. When something needs a body in the room — an investigation, a rollout, a leadership offsite — we show up. Based in Metro Detroit, serving nationwide.
That's kind of the specialty. We have supported thousands of staff across most US states — and internationally. Multi-state compliance, contractor rules, wage-and-hour by jurisdiction — the stuff that quietly turns into a lawsuit. We map it before it bites you.
HR on Call is month-to-month — leave whenever. The Fractional HR Partner tier has a 3-month minimum, and the Fractional CHRO tier is 6 months, because real people work takes more than a few weeks to pay off. Fixed-fee projects are one and done. No long contracts, no ransom.
Yes. Employee data is handled with the same discretion and security you'd expect from an internal HR department — because that's effectively what we are. Confidential stays confidential. Investigations, comp, disputes — none of it leaves the room.
Yes, and we're good at it. 300-plus hires a year at a global logistics leader, 300 percent regional staffing growth through acquisitions. Direct-hire search runs 15–20% of first-year salary. We find the people who aren't answering job posts and we close them.
Then don't buy a partner — buy the fix. Fixed-fee projects cover the one-off messes: a handbook, a comp plan, a compliance audit, an investigation. Clear scope, flat fee, done. If it turns out you need more, we'll tell you.
Thirty minutes, no pitch deck. You tell us where it hurts. We ask sharp questions and tell you straight whether we can help, how, and what it'd cost. If we're not the right fit, we'll say so and point you somewhere useful. No pressure, no homework.
// Let's get to work
Stop being the HR department.
Hand us the compliance risk, the turnover, the handbook nobody's touched, the disputes that land on your desk at 11pm. We do the dirty work. You run the business.
Thirty-minute call. Straight answers. No hard sell.