Fractional HR Advisor (Contractor Role)

Job Description

We are seeking the support of an experienced fractional HR Advisor on a as-needed basis. The most immediate support involves helping us transition 10 workers from W-9 to W-2. I am looking for someone who has a clear process for helping setup a basic HR house to support this process. I'd like for this individual to also have the ability to do the following:

HR Strategy Development: Develop and implement HR strategies that align with business goals and objectives.

Compliance and Policies: Ensure compliance with labor laws and regulations by developing and maintaining HR policies and procedures. Provide guidance on legal requirements related to employment.

Talent Acquisition: Assist in the recruitment process, including job posting, candidate screening, interviewing, and onboarding to help the organization attract and retain top talent.

Performance Management: Develop and implement performance appraisal processes, assist in setting goals, and provide coaching to managers on employee performance matters.

Training and Development: Identify training needs within the organization and create or recommend training programs to enhance employee skills and competencies.

Benefits and Compensation: Advise on compensation structures, benefits administration, and salary benchmarking to ensure competitive and fair compensation packages.

HR Metrics and Reporting: Monitor HR metrics and generate reports on HR-related activities, such as turnover, absenteeism, and workforce demographics, to assist in decision-making.

HR Technology: Recommend and implement HR software and systems to streamline HR processes, including payroll, timekeeping, and employee records management.

Qualifications:

HR Expertise: A strong background in HR with knowledge of employment laws and regulations, best practices, and trends in human resources management.

Communication Skills: Excellent communication and interpersonal skills to effectively interact with employees, management, and external stakeholders.

Problem-Solving: Strong problem-solving and decision-making abilities to address complex HR issues and provide practical solutions.

Ethical Conduct: High ethical standards and the ability to maintain confidentiality when dealing with sensitive HR matters.

Adaptability: Flexibility to adapt to the unique needs and culture of different organizations.

Technology Proficiency: Proficiency in HR software, databases, and Microsoft Office applications.

Certification: A professional HR certification (e.g., PHR, SPHR, SHRM-CP, or SHRM-SCP) may be preferred or required, depending on the organization's needs.

Organizational Skills: Strong organizational and time-management skills to manage multiple HR tasks and priorities effectively.