Get HR under control
(and keep it that way) with an HR Advisor
HR Advisors give you senior-level HR support on a part-time, predictable schedule.
We step in like part of your team to keep day-to-day HR moving, handle employee relations and compliance, update policies, and advise on what your HR function should look like as you grow.
Available 8-24 hours
per week
On-site or
virtual / remote
Office Hours for
employee questions
Get More Information
Let’s talk about your current needs and how an HR Advisor might help.
Our HR Advisors
Lisa Grisafo
Lisa Grisafo brings over 25 years of experience in the HR, banking, and financial services industries. She’s a former VP of HR and is a Cerified Professional by SHRM (SHRM-CP).
Helen Oshaben
Helen Oshaben is a former Director of HR and Senior Consultant with over 11 years of experience. She holds a SHRM-CP certification.
Becky Johnson
Becky Johnson has 10+ years of HR experience in manufacturing, corporate, and consulting environments. She holds an MBA from Lake Erie College.
Susan Chermonte
Susan’s consulting work spans a wide range of industries, including non-profits, manufacturing, accounting, distribution, and professional services.
Allison Kenney
Allison has over 20 years of comprehensive HR experience. She is a certified Professional in Human Resources (PHR) and a Certified Professional by SHRM (SHRM-CP).
What’s Included
You get seasoned expertise without a full-time hire, with the flexibility to scale hours and focus as needs change. We start with a practical plan, deliver hands-on support, and provide ongoing recommendations, including a smooth handoff if and when you’re ready for a full-time hire.
HR compliance guidance
Employee relations support
Policy and handbook updates
Manager coaching support
New hire onboarding
Employee offboarding support
Performance management support
Stay and exit interviews
Fit For Your HR Situation
HR Advisors are ideal for organizations in Northeast Ohio with 25-200 employees. You may not have an HR leader yet, be in between hires, or need additional HR expertise and support.
Before working with an HR Advisor
After working with an HR Advisor
What our clients say
“It was so important to have a seasoned professional come in and calm the waters and help me bring order back to the Human Resources department…”
Nancy Mendez
President & CEO, Starting Point
Pricing
Choose the model that works best for your organization, or contact us and we’ll help you decide.
3-Month Package
Set up or stabilize your HR function, fill gaps during transitions or leaves of absence, and ensure your policies and practices are compliant.
Ongoing Retainer
Add an experienced part-time HR professional for as long as you need for employee relations, compliance, and day-to-day HR support.
*Same-day responses on scheduled working days, 2-business day responses otherwise
Frequently Asked Questions (FAQ)
We typically work with organizations in Northeast Ohio in one of the following situations:
- They have an HR professional on staff who needs additional support and resources
- They don’t have a dedicated HR professional
- They’re in transition between HR professionals or planning for the departure or leave of a current HR professional
HR Advisors can be quite advantageous from a cost perspective.
For organizations without an existing HR employee or department, an HR Advisor can be an affordable solution for managing day-to-day HR or specific projects. Some small-to-mid-sized organizations may not require a full-time HR employee, which can be costly with salary, benefits, and overhead expenses.
Organizations looking to fill an employment gap, whether due to an expected departure or a leave of absence can control costs by leveraging an HR Advisor rather than hiring a temporary HR professional.
HR Advisors enable organizations to pay for HR services in short periods of time, optimizing their budget allocation and providing a more affordable solution for their HR needs.
Typically an HR Advisor will report to the organization’s leadership or management team. Depending on the organizational structure, they may report directly to the CEO, business owner, or a designated executive such as the Chief Operating Officer (COO). The reporting relationship ensures clear communication, alignment with business goals, and effective collaboration between the HR Advisor and the organization’s decision-makers.
We often use the terms “HR Advisor” and “Fractional HR” interchangeably. There are a lot of different names for bringing in outside HR expertise.
Here’s how we look at it:
- Fractional HR vs. Interim HR: For us, these are essentially the same, you’re bringing in an experienced HR professional to step in quickly, stabilize what’s needed, and handle both day-to-day people issues and longer-term HR priorities
- Fractional HR vs. Part-Time HR (in-house): Part-time HR is typically an internal employee working reduced hours, fractional HR is an external, senior-level HR partner you can flex up or down without adding headcount
- Fractional HR vs. Outsourced HR (often PEO-like): Outsourced HR usually points to a provider managing HR administration, payroll, and benefits, fractional HR is focused on HR guidance, employee relations, compliance support, and implementing the right HR practices inside your organization
- Fractional HR vs. HR Advisor: “HR advisor” can mean a few things; we treat it as strategic guidance plus practical support, while some advisors skew more toward compliance-only or “call us when you need us” consulting
- Fractional HR vs. HR Retainer / Retained HR: Retainers are often just how the relationship is priced, if it’s retained fractional HR, you’re getting ongoing access to a dedicated HR partner, but some “retained HR” offerings are closer to bundled admin services
- Fractional HR Director / Fractional HRBP: These usually emphasize higher-level strategy and partnering with leadership. We can operate at that level too, but we also roll up our sleeves to help with real-world execution and employee relations when that’s what you need
