Fractional HR for Construction and the Trades
Your crews build.
We handle the people risk.
Building Force Solutions delivers fractional HR for construction and trades businesses with 5 to 150 employees, led by a senior HR pro. Compliance, documentation, hiring systems, and the hard conversations. Without the six-figure salary.
Based in Kansas City. Working with contractors 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 contractors nationwide. Every state writes its own employment rules, and we handle them wherever your crews run.
You work directly with a senior HR professional who knows your business. No call center, no ticket queue, no junior staff.
The Problem
The work is getting done. The people side is duct-taped.
Most contractors run tight operations in the field and loose operations on paper. That gap is where lawsuits, audits, and six-figure settlements come from.
Turnover is bleeding you
Good hands walk for a dollar more an hour. Every departure costs thousands in rehiring, retraining, and lost production. Nobody owns fixing it.
1099s that should be W-2s
Misclassified workers are one of the most common and expensive exposures in construction. 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
Travel time, overtime math, prevailing wage jobs, per diems. The Department of Labor targets construction because the violations are easy to find.
What You Get
Fractional HR for construction, 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 a contractor actually runs.
Compliance & risk reduction
Worker classification, wage and hour practices, required postings, I-9s, and state-by-state rules for crews that cross lines. We find the exposure before an agency or an attorney does.
Handbooks & documentation
A handbook your crews will actually read, policies that hold up, and discipline documentation systems your foremen can run from the cab of a truck.
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 for construction 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 contractors 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. Your office manager doing HR on the side gives you exposure with a friendly face. None of them will sit across from a foreman and fix a problem.
- Senior judgment, not junior admin. Every issue is handled by an experienced HR leader, not routed to a queue.
- Construction fluency. Prevailing wage, seasonal crews, subs versus employees, jobsite realities. No translation required.
- Sized to your business. No Fortune 500 processes forced onto a 40-person shop.
- 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 for construction: straight answers
What is fractional HR for a construction company?
Fractional HR gives a construction 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 contractor with 20 employees really need HR?
Yes. Most federal employment laws apply at 15 employees, some at one. A 20-person contractor 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 crews, writes your policies, coaches your foremen, 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.