Ridgeline HR works best with small to mid-sized businesses (between 5-100 employees). If you’re big enough to have people problems, but not quite ready for a full-time HR hire, you’re probably in the right place!

If you’ve ever found yourself Googling “how to onboard a new employee and remain compliant” or lying awake wondering if you’re handling something the right way, you probably need HR support. Other signs: you’re hiring more frequently than you’d like, you’ve had your first employee complaint, your policies are outdated or nonexistent, or you’re just not sure what you don’t know.

Most organizations are “fine” until they’re not. HR issues tend to sneak up on you: a bad hire, a harassment complaint, a termination that goes sideways. By the time you realize you need help, you’re already in crisis mode. Proactive HR support is always cheaper, easier, and less stressful than reactive damage control.

Fractional HR means you get a dedicated HR professional without the full-time salary, benefits, and overhead that comes with hiring one in-house. You get real expertise, support, and results on a flexible, part-time basis that fits your organization and your budget.

No! Some clients work with me on an ongoing retainer, others bring me in for a specific project and we part ways when it’s done. I’d rather earn your business every month than lock you into something that doesn’t serve you.

Usually within a week of our initial conversation. I’ll take time to understand your business before diving in, but won’t make you wait six weeks to get the help you need now.

If you’re on retainer, HR crisis support is included, you can reach me directly and we’ll figure it out together. If you’re not currently a retainer client, I offer emergency support at $200/hour. Either way, you won’t be left figuring it out alone.

Yes! Recruiting and hiring support is one of my core services and where I got my start in HR. Whether you need help filling one role or want to build out a full hiring process to use repeatedly, I can help with everything from writing job descriptions to screening candidates to training your managers to be great (and legally compliant) interviewers.

Both. If you have a specific issue (an employee handbook needs updating, a termination you need to handle carefully, a performance management process that isn’t working) I can scope a project and get it done. No ongoing commitment required.

For retainer work, I ask for a minimum of 3 months. This gives us enough time to actually make progress together. For project work, there is no minimum. We scope it, we do it, we’re done!

HR and employment law can vary by state. My experience is in NC, but as an HRCI certified HR Professional, I have the resources (and professional network) to ensure we’re compliant in any state. I will always be upfront about my limits in expertise. For most general HR matters (employee relations, policies, performance management, hiring) I can help regardless of where you’re located. For anything that requires a legal opinion, I’ll tell you and help you find the right resource.

I work with organizations across a range of industries. What matters more than industry is company size and culture. I tend to be a great fit for entrepreneurial, fast-growing organizations where people really matter. I got my start in the outdoor education industry, so I’m no stranger to unique working environments and supporting highly passionate employees.

That’s a great problem to have, and I’ll help get you there. When the time comes, I can help you write the job description, build the hiring process, and onboard your new HR hire so the transition is smooth. My goal is to build something that lasts, even if that means eventually working myself out of a job.

Yes! This is where my support in just one area or project would be perfect. Let me handle recruiting and hiring or a big project that’s been taking up your time. That way you can get more face time with the employees you serve.