HR Support Built Around What Your Organization Needs
From identifying HR gaps to building stronger infrastructure and providing ongoing senior-level support, HR SWAG meets your organization where it is today.
1 — People Infrastructure Assessment
Understand Where Your HR Function Stands—and What Needs Attention First.
Growing organizations often know something in HR needs attention, but determining what to prioritize can be difficult.
The People Infrastructure Assessment provides a comprehensive review of your organization's current HR practices, processes, documentation, and infrastructure. HR SWAG identifies gaps, potential risks, and opportunities for improvement so you can make informed decisions about what to address first.
Important: The People Infrastructure Assessment is a diagnostic engagement. It identifies and prioritizes what needs attention but does not include implementation, remediation, or creation/revision of HR documents and systems.
Areas reviewed may include
Hiring and onboarding
Employee handbooks, policies, and documentation
HR compliance practices
Performance management
Employee relations processes
Leave, PTO, and related HR practices
Manager practices and accountability
HR operations, workflows, and systems
Offboarding and termination processes
Multi-state HR considerations, when applicable
What You'll Receive
HR Infrastructure Score
Findings & Gap Report
Priority & Risk Matrix
Recommended 90-Day HR Roadmap
Executive Debrief
2 — 90-Day HR Infrastructure Buildout
Turn HR Priorities Into Stronger Systems and Processes.
When your organization needs more than recommendations, HR SWAG provides hands-on support to build, strengthen, and implement priority HR infrastructure through a focused 90-day engagement.
The scope is tailored to your organization's needs and priorities. Whether you're addressing gaps identified through an HR assessment or already know where support is needed, we'll establish a defined scope and implementation plan focused on the areas that matter most.
Best for: Growing organizations that have outgrown informal HR practices, are experiencing change or growth, or need experienced hands-on support turning HR priorities into working systems.
Buildout May Include
Hiring and onboarding processes
Employee handbooks and workplace policies
Performance management processes
Employee relations and documentation practices
Manager tools, resources, and guidance
HR workflows and standard operating procedures
Compliance-focused processes and documentation
HR technology and process optimization
Offboarding and termination processes
What You'll Receive
Defined priorities and project scope
Practical, customized HR solutions
Implementation support
Clear workflows and ownership
Manager-ready tools and resources
Stronger, more scalable HR infrastructure
3 — Fractional Senior HR Support
Experienced HR Expertise When and Where Your Organization Needs It.
HR needs don't always justify another full-time senior hire. HR SWAG provides ongoing, flexible senior-level HR support based on your organization's needs—whether you need fractional HR leadership or additional expertise and capacity alongside an existing HR team.
We partner with business leaders, managers, and internal HR teams to navigate day-to-day people matters, strengthen HR practices, and provide experienced guidance as your organization grows and evolves.
Best for: Organizations that need ongoing fractional HR leadership or existing HR teams that need additional senior-level expertise, capacity, or experienced support.
Buildout May Include
Executive and manager HR guidance
Complex employee relations
Performance and corrective-action support
Policies and HR documentation
HR compliance guidance
Multi-state HR support
HR operations and process improvement
Organizational and workforce planning
HR programs and initiatives
HR team mentorship and senior-level support
How We Can Partner
Serve as your fractional senior HR leader
Complement your existing HR team
Provide additional senior-level capacity
Support periods of growth or organizational change
Guide managers through complex people matters
Lead or support priority HR initiatives
Provide an experienced HR sounding board for leadership