Fractional HR support for small businesses that are ready for more structure
Practical systems, compliance guidance, and employee support - built for teams that aren’t ready for full-time HR but want to do things the right way.
Kelly Murphy, Founder | MBA, PHR, SHRM-CP | Based in Madison, WI - supporting small businesses across the U.S.
You’re likely a good fit if:
- You have a growing team
- HR has been handled informally, and it’s getting harder to manage
- You want clear, compliant systems, not guesswork
- You’re ready to invest in structure so your team and business can grow
The reality
Who this is for
If any of this sounds familiar, you’re not alone:
- “We’ve been figuring HR out as we go.”
- “I’m not sure if we’re fully compliant.”
- “We don’t have clear policies or documentation.”
- “Employee situations take more time and energy than they should.”
This is usually the point where structure starts to matter, and where a clear HR framework makes a real difference.
I work best with US-based small businesses who are ready to formalize HR for the first time.
This may not be the right fit if:
- You are looking for quick answers without building any structure
- You already have a fully developed internal HR function
- Your top priority is lowest cost over long-term stability
Assess Risks
We start by understanding what’s working, what’s missing, and what’s risky.
How I work
My approach is practical and step-by-step. You don't need to overhaul everything at once.
Prioritize
Then we prioritize changes based on impact and effort.
Implement
You get clear recommendations you can actually use, not a binder that sits on a shelf.
The Process
Free HR Snapshot
A quick, structured way to spot obvious gaps and risks so you know where you stand.
Project Work
Support building key pieces like employee handbooks, policies, and core HR processes.
HR Risk & Compliance Assessment (Paid)
A deeper review with clear, usable recommendations you can act on right away.
Ongoing Support
Fractional HR guidance as your business grows, so you’re not handling complex situations alone.
Meet Kelly
I believe that building a great team starts with clear structure, but it survives through genuine connection. With almost 20 years of HR expertise, I help small businesses move from the stress of 'figuring it out' to the confidence of knowing their foundation is solid.
My approach is simple: I’m here to be a calm, professional resource for leaders who care about doing things the right way. Whether we’re formalizing policies for the first time or navigating a sensitive employee situation, I focus on practical solutions that respect your time and your vision.
Ready to see where you stand?
Start with your free HR System Snapshot. It’s the simplest way to understand your current HR risks, and what to do next.
Frequently asked questions
What is fractional HR support?
Fractional HR support gives your business access to experienced HR leadership on a part-time or flexible basis, so you get senior-level guidance without hiring a full-time HR leader.
What kinds of businesses do you work with?
Lean In HR primarily supports growing small businesses, typically with 10 - 50 employees, that need stronger HR support, better structure, or help navigating employee and compliance issues.
What kinds of HR issues can we talk about on a consultation call?
We can talk high level or about a specific situation.
What can you help with?
Support may include employee relations, compliance questions, handbooks and policies, hiring structure, manager coaching, HR processes, investigations, and ongoing HR guidance. HR consultants commonly support those areas for small and growing organizations.
How do I know if I need fractional HR or just a project?
If you need steady guidance for ongoing people issues and decisions, fractional HR support is often the best fit. If you need one specific deliverable - like a handbook, compliance review, or hiring process update, a project may make more sense.
Are you a fit if we do not have an HR person on staff?
Yes. Many small businesses seek outside HR support when owners or operations leaders have been handling HR themselves and need experienced guidance as the business grows.
Can you help with sensitive employee situations?
Yes. Lean In HR supports businesses through workplace concerns, employee conflict, documentation issues, and other sensitive people matters with a calm, professional approach.
Do you only help with compliance?
No. Compliance is one part of the work, but businesses also use fractional HR support for hiring, employee relations, manager support, performance issues, and building stronger HR systems. HR consulting typically spans both compliance and broader people operations.
How do we get started?
The best place to start is with a consultation. From there, you can decide whether ongoing support, a focused project, or another next step makes the most sense.
What if our HR has been a bit informal up to this point?
That is very common. Many growing businesses reach a point where HR needs to catch up with growth, and the goal is to improve what is in place - not judge how you got there. Businesses often seek fractional HR after DIY approaches start creating strain or uncertainty.
Do you work remotely?
Yes. Lean In HR supports businesses remotely across the U.S., which works well for companies with distributed, remote, or multi-location teams.
Do I need to have everything organized before we work together?
Nope! Come as you are. I work with small businesses all the time that have pieces and parts - if that!
How is fractional HR different from hiring a full-time HR person?
Fractional HR gives you experienced HR leadership without adding headcount.
You’re not hiring someone to “handle HR” - you are getting a strategic partner who identifies risk, builds the right structure, and helps you make better people decisions in real time.
Instead of a full-time salary, you invest only where it matters - compliance, employee issues, and scalable systems - so you can grow without HR becoming a liability.
What if I just need help with one sticky employee situation?
That's fine. We can talk about the situation, what to do next, then - if it is a need, discuss putting structure in place to mitigate or reduce these types of situations.