Fractional HR Leadership
You build the business.
We handle the people risk.
Building Force Solutions delivers fractional HR leadership for companies with 5 to 150 employees, from construction crews to venture-backed startups. One senior HR leader. Compliance, documentation, hiring systems, and the hard conversations. Without the six-figure salary.
Based in Kansas City. Working with companies nationwide.
Employees. The businesses we build HR for. Big enough to have real exposure, too small for a full-time HR executive.
Based in Kansas City, working with companies nationwide. Every state writes its own employment rules, and we handle them wherever your team operates.
You work directly with a senior HR professional who knows your business. No call center, no ticket queue, no junior staff.
Who We Serve
People risk looks different everywhere. We’ve built the playbook for it.
Fractional HR leadership for companies from the job site to the cap table. See how we approach the risk in your industry.
Construction & Trades
Field-ready HR for crews, job sites, and subcontractor networks.
Tech & Startups
Fractional HR leadership before you need a full-time hire.
PE-Backed Firms
Value-creation HR for portfolio companies in transition.
Transportation & Logistics
HR for drivers, dispatch, and distributed operations.
The Problem
The work is getting done. The people side is exposed.
Most growing companies run tight operations and loose people practices. That gap is where lawsuits, audits, and six-figure settlements come from.
Turnover is bleeding you
Good people leave for a dollar more an hour or a better offer down the street. Every departure costs thousands in rehiring, retraining, and lost productivity. Nobody owns fixing it.
Misclassification exposure
Misclassified workers, whether subcontractors, drivers, or 1099 specialists, are one of the most common and expensive exposures in a growing business. Back taxes, penalties, and wage claims stack fast when an audit hits.
Nothing is documented
Verbal warnings, handshake deals, no signed policies. When a terminated employee files a claim, the company with no paper trail loses.
Wage & hour landmines
Overtime math, travel time, classification, and pay practices vary by state and by role. Regulators target the industries where the violations are easiest to find.
What You Get
Fractional HR leadership, the whole people function
Fractional HR leadership from Building Force Solutions covers the full scope of what an HR department would do, sized for how your company actually runs.
Compliance & risk reduction
Worker classification, wage and hour practices, required postings, I-9s, and state-by-state rules for teams that cross lines. We find the exposure before an agency or an attorney does.
Handbooks & documentation
A handbook your team will actually read, policies that hold up, and discipline documentation systems your managers can run, whether that’s from a jobsite trailer or a Slack channel.
Hiring systems & retention
A structured hiring process your team runs: job descriptions, postings, interview structure, onboarding past the 90-day cliff, and pay structures that hold your best people. We build the system. You make the hires.
The hard conversations
Terminations, investigations, employee disputes, and performance problems. Handled correctly, documented properly, with a senior professional guiding every step.
How It Works
Simple engagement. No bloat.
How fractional HR works, from first call to ongoing partnership.
Discovery call
A direct conversation about your headcount, your pain points, and where the risk sits. If fractional HR is not the right fit, we say so.
HR risk audit & roadmap
We review classification, pay practices, documentation, and policies. You get a prioritized roadmap: what could sink you, what is costing you people, and what order to fix it in.
Ongoing fractional partnership
We execute the roadmap and stay on as your HR leader. Value-based engagement, not hourly billing. Your team gets a real person to call when something goes sideways.
The Comparison
Why not just hire an HR manager?
A full-time HR manager runs $75,000 to $120,000 plus benefits, and most companies under 150 employees do not have full-time HR work. Fractional HR delivers senior-level leadership for the hours you actually need, which usually costs less than half of one salary.
The alternatives all have the same flaw. A PEO gives you co-employment and a call center. Software gives you checklists with no judgment. Whoever is doing HR on the side gives you exposure with a friendly face. None of them will sit across from a manager and fix a problem.
- Senior judgment, not junior admin. Every issue is handled by an experienced HR leader, not routed to a queue.
- Field-tested judgment. From jobsite crews to remote engineering teams, we’ve solved people problems in operations that don’t run 9-to-5 behind a desk. No translation required.
- Sized to your business. No Fortune 500 processes forced onto a 40-person company.
- Value-based pricing. A flat engagement built around outcomes, not a clock running every time you call.
Client Results
What owners say
Working with Building Force Solutions as our HR Fractional Consultant has been an incredibly valuable experience. Their guidance is thoughtful, proactive, and tailored to the real challenges we face as a growing business. They bring clarity to complex situations and help us stay compliant with the ever-changing rules. It’s reassuring to have a trusted expert who consistently operates with integrity, ethics, and professionalism to reduce risk within our organization.
Jason Wright
CEO, Jason Wright Electric
Common Questions
Fractional HR leadership: straight answers
What is fractional HR leadership?
Fractional HR leadership gives a growing company a senior HR leader on a part-time, ongoing basis. You get employment law compliance, documentation systems, hiring systems, and employee issue resolution from an experienced professional, at a fraction of the cost of a full-time HR executive.
Does a 20-person company really need HR?
Yes. Most federal employment laws apply at 15 employees, some at one. A 20-person company faces wage and hour claims, misclassification audits, and termination disputes with no HR infrastructure to defend itself. One bad claim can cost more than years of fractional HR support.
How is fractional HR different from a PEO or HR software?
A PEO processes payroll and benefits through co-employment. Software gives you tools but no judgment. Fractional HR gives you a named senior leader who knows your team, writes your policies, coaches your managers, and handles the hard conversations. Strategy and execution, not just administration.
Ready to get the people side squared away?
One call. We will tell you where your risk sits and whether fractional HR makes sense for your operation. No pitch deck, no pressure.