Fractional, Full-Stack HR Defined
We are your just-in-time HR collaborators who contemplate your vision to learn how you want your business to feel, grow and look.
Fractional Human Resources
You might think we are inclined to overestimate the value (and timing) of HR for a small- to medium-sized organization. Fair enough. That’s why we’ve come up with “fractional HR” as terminology to explain our “bias” (a.k.a. passion) a different way.
Change is impatient but it happens at a different pace for everyone. We get that which is why we bring the right level of support at exactly the right time. Never too early or too late. Fractional HR anticipates your rapidly evolving needs while prioritizing the most pressing issues first.
Our fractional HR services create affordable options for mitigating risks and accessing expertise, otherwise found only in larger organizations. We welcome questions or discussions with scaling companies or nonprofits who are wondering when to add an HR function.
Because One Person Can’t Do It All
Because the needed expertise doesn’t all reside in one person, full-stack HR provides you with a team of well-suited expert collaborators. Sometimes that looks like strategic advice from an organizational engineer, other times it’s an expert eye to resolve a hard-to-fix people problem.
At Performentor, we assemble small teams to support you so that you get the best of both worlds: a range of expertise to help with people practices challenges and a reasonable cost for your smaller size . Your dedicated team consists of professionals with varying levels of HR expertise, credentialed behavior scientists and organizational behavior experts.
And, because our operating principles dictate that we “become ‘we’ with our clients,” we are very different from typical consulting firms. We become part of your team and focus on putting your vision in place for those predictable challenges based on headcount.
Small Investment, Big Return
Performentor was created and designed to be entrepreneur friendly. When you want to grow at a healthy pace for years to come (think long term vs. short term), you don’t stop planning when you get to your 10th, 20th or 100th employee. Intuitively, you already know that the ways in which your team interacts as the number of team members increases have predictable themes.
That’s why we work to make a big difference in a short amount of time!
Through our own research, we have confirmed your instinct. We’ve found that there are key similarities in the challenges and decision points businesses face when they reach certain employee-count levels. These transitions are critical turning points for your company; transitions that will challenge management, cohesiveness and your ability to set and meet goals.
What to Expect in the First 12-18 Months with Performentor
We’d like to familiarize you with our process while emphasizing that each phase will be customized to you and your unique distinctions, operations and culture.
Phase 1 | Months 1-3
EMBED
Phase 2 | Months 3-9
BUILD
Phase 3 | Months 9-12
LOOK AHEAD
Phase 4 | Year 1+
MAINTAIN
Familiarize with our methods and processes.
Learn about and build trust bonds between HR Support team and client team.
Address the most pressing issues.
Prioritize smallest changes for biggest impact.
Stay consistent with regular check in methods to co-author solutions with the client that address root causes and prepare for growth.
Deepen understanding of the big picture business landscape and their team so that Performentor "becomes we with the client."
Keep abreast of business need changes in addition to HR specific priorities.
Make noticeable progress on top issues that were initially identified and those that emerge through the course of time.
Adjust engagement scope and team involvement if (as) needed.
Begin roadmapping a 12 to 18 month people strategy so we are both forward looking and responsive to emergent needs.
Continue with Phase 2 approaches.
Review for any opportunities to pull some HR responsibilities back inside to existing new staff.
Update the people strategy roadmap on a quarterly basis.
Monitor for opportunities to transition HR work internally depending on size and speed of growth.
Continue with priorities listed in prior phases.
What to Expect in the First 12-18 Months with Performentor
We’d like to familiarize you with our process while emphasizing that each phase will be customized to you and your unique distinctions, operations and culture.
Phase 1 | Months 1-3
EMBED
Familiarize with our methods and processes.
Learn about and build trust bonds between HR Support team and client team.
Address the most pressing issues.
Prioritize smallest changes for biggest impact.
Phase 2 | Months 3-9
BUILD
Stay consistent with regular check in methods to co-author solutions with the client that address root causes and prepare for growth.
Deepen understanding of the big picture business landscape and their team so that Performentor "becomes we with the client."
Keep abreast of business need changes in addition to HR specific priorities.
Make noticeable progress on top issues that were initially identified and those that emerge through the course of time.
Adjust engagement scope and team involvement if (as) needed.
Phase 3 | Months 9-12
LOOK AHEAD
Begin roadmapping a 12 to 18 month people strategy so we are both forward looking and responsive to emergent needs.
Continue with Phase 2 approaches.
Review for any opportunities to pull some HR responsibilities back inside to existing new staff.
Phase 4 | Year 1+
MAINTAIN
Update the people strategy roadmap on a quarterly basis.
Monitor for opportunities to transition HR work internally depending on size and speed of growth.
Continue with priorities listed in prior phases.
Services In Which We Specialize
We do everything you can imagine a people and culture company would do and more! The discovery phase of a project is where we learn about you and uncover other needs and priorities. In other words, you are not bound to the below list of services. We’ve got you!
- People Strategy
- Co-create Scalable HR Systems
- Business Process Improvement
- Behavior Change Strategies
- As-Needed Recruiting Support
- High-Performance Onboarding
- HR Tech Selection
- Full-Cycle Talent Management
- Scaling Core Values
- Evolving a Development Culture
- Training And Development
- Employee Relations
- Straightforward Policy Consulting
- Strategic Operations Consulting
- Apprenticeship & Internship Programs
- Local Company-School Relationships
- Group Facilitation
- Coaching & Mentoring at all Levels
- Targeted Performance Feedback
- Compensation & Benefits
- HR Mentorship & People Science Coaching
- People Practices Due Diligence
- COVID Response
See What Our Clients Have to Say
I’ve come to rely on Kathryn and Performentor’s ability to quickly assess situations and present a series of viable solutions to pick from. Unlike many subject matter experts, Kathryn has taken the time to learn our business from the plant-floor to the boardroom. Without exaggeration, I know that working with Performentor ties directly to our bottom-line performance.
Kevin McConnaghy
CEO at Automated Solutions
If you are serious about strategically utilizing your people and culture to differentiate and grow your business, then I highly recommend Performentor. Alicia and her team have helped Chapel Hill Tire successfully create the systems and infrastructure to more fully develop our people to scale up our business AND more fully engage our team at the same time.
Marc Pons
President at Chapel Hill Tire
As an executive in a small, venture-funded biotech firm, I appreciate the support we get from Alicia and Performentor as a sounding board for team relations, policy, and compliance. Having an expert in our corner who knows the team and our business goals is tremendously helpful and gives our CEO and I peace of mind.
Roberto Alfaro
COO/CFO at Camras Vision
Contact Us
We’re not your standard blocking and tackling HR professionals, therefore, we’re quite easy to talk to and level with. Schedule a consultation with us if you’re seeking an HR partnership for the long haul. Whether you need us for an hour or a standing meeting to build and run the leanest and simplest people practices, we’ve got you!
