Experienced HR Leadership Without a Full-Time Executive Hire
Fractional HR gives Indianapolis employers senior-level judgment and operating support without adding a full-time HR executive before the business is ready. Best Practices HR works alongside owners and leadership teams to resolve immediate issues while building the processes managers need for sustainable growth.
This model is particularly useful for organizations with approximately 20–150 employees that have outgrown owner-run HR, administrative-only support, or software-driven answers. Larger employers also engage us when internal teams need added leadership capacity, independent judgment, or specialized project support.
Since 1996
Active global HR experience
12+ years
U.S. HR experience
Multi-state
Workforce and compliance capability
Problems should not have to become crises first.
Growing organizations often need experienced judgment before they need another full-time executive position.
- The owner, controller, or operations leader has become the default HR department.
- A capable administrator needs senior guidance for higher-risk decisions.
- Employee relations, leave, discipline, or manager issues are handled reactively.
- Leadership needs HR metrics, priorities, and accountability—not another software platform.
- The organization needs a bridge before or instead of hiring a full-time HR leader.
Senior guidance connected to practical execution.
01
Executive and leadership counsel
Direct support for organizational decisions involving people, risk, structure, performance, and change.
02
Day-to-day HR leadership
Guidance for employee relations, leave, accommodations, discipline, terminations, recruiting practices, and manager questions.
03
HR operating model
Clear roles, workflows, escalation paths, calendars, templates, and dashboards that make HR more consistent and less dependent on one person.
04
Priority projects
Hands-on ownership of handbook updates, compensation structure, investigations, manager training, HR technology, and organizational change.
Real experience. Direct access. Practical solutions.
Our senior team has led HR across global, U.S., and multi-state workforces in manufacturing, healthcare, nonprofit, education, financial services, and regulated settings. Best Practices HR brings real operating experience to the table—not scripts routed through a general support desk.
- 01 Choose a clear level of monthly support with transparent pricing.
- 02 Work directly with the senior professional responsible for the outcome.
- 03 Address urgent issues while strengthening the underlying system.
- 04 Scale the relationship as the organization, workforce, and risk profile change.
If you are looking for exceptionally talented, thorough and professionally-savvy Human Resources consultants, I highly recommend Best Practices HR. They provide comprehensive, expert work tailored to the needs of their clients.
Robert Shegog
President & CEO, Indianapolis Recorder Newspaper
Results with the context behind them.
50%
Reduction in voluntary turnover
Client outcome following implementation of structured employee-relations and retention initiatives.
50%
Faster time-to-hire
Result of improved recruiting processes, modernized HR systems, and targeted talent strategies.
Zero
Compliance violations
Federal and Joint Commission audit outcomes for clients supported by members of our senior team.
What leaders want to know first.
What is fractional HR?
Fractional HR provides ongoing access to experienced HR leadership for part of the cost and capacity of a full-time executive. The organization keeps control of its employment decisions while gaining senior guidance and execution support.
How is fractional HR different from a PEO?
A PEO typically bundles payroll, benefits, workers’ compensation, and administrative services through a co-employment model. Fractional HR focuses on independent senior counsel, employee relations, compliance, manager practices, and practical HR leadership while the client maintains its existing systems and decision authority.
Can fractional HR work with our existing administrator or payroll provider?
Yes. We frequently complement internal administrators, operations leaders, brokers, payroll providers, and legal counsel by bringing senior HR judgment and coordination.
Let’s clarify the next people decision.
In 30 minutes, we can discuss the issue, the risk, and whether Best Practices HR is the right partner.