Become a workplace that prioritizes your team.

Fractional HR support gives you a fresh perspective on your workplace challenges and
the strategic guidance to attract and retain top talent.

Growing without HR support is costly and risky.

Your organization is scaling, but your people processes haven't kept up. Without dedicated HR expertise, small problems become big problems –
and big problems can threaten everything you've built.

✗ Your current HR team is overwhelmed (or you don’t have HR!)

✗ Culture challenges that benefit from an outside perspective

✗ Employee experience gaps damage retention and growth

✗ Policy changes that don’t prioritize employee impact

✗ Benefits that don't reflect your organizational values

These issues are really common when companies are growing; we’ve seen it all (and more).
We can help you address them before they become barriers to your future success.

Our areas of expertise

We provide customized services for each of our partners because we know that no organization is the same. Our process will identify your organization’s strengths and challenges, and then together we can choose what to prioritize for next steps.

Usually our programs address at least 2 of these categories:

Culture

Company culture and company impact are inextricably tied together — one always affects the other. We’ll guide your team through these challenges to ensure culture and impact continually improve.

Policies

Creating consistent policies that are rooted in your organizational values builds a strong foundation for your organization. We can help you generate these.

Development

Organizations are constantly evolving, which means your process and people must adapt. We bring in customized workshops to facilitate that growth.

Let's work together

What Our Clients Say

“We are so grateful for aedHR's work helping us spin out of our fiscal sponsor and become independent. AnnE and her team were amazing thought partners, helping us maintain comparable or better employee benefits while saving thousands monthly. They really prioritized our needs and could always be relied upon to deliver. We absolutely could not have gone independent without them.”

— Henry Honorof, Director of Coordinating Team
"aedHR helped our organization navigate significant staff changes with compassion and strategic guidance. AnnE and Krista provided essential resources for coaching employees through transitions and conflicts. They also helped us align our values with new policies and hiring processes. During high-stress moments, they offered well-thought-out guidance that helped build trust between leadership and staff. As a non-profit leader, it's rare to find partners who care as deeply about your people as aedHR does. I can't recommend them enough."

— Susana Parra, Senior Operations and Executive Support Director
"Working with aedHR to update, improve, and implement our annual performance review process was an incredible experience. They provided expertise, recommendations, and gave us a clear and organized step-by-step process to follow. Their partnership was incredibly beneficial to our organization and we'd strongly recommend working with them!"

— Daveen Trentman

How we’ll work together

We prioritize people first. Yes, we can write an employee handbook and create a hiring training for your organization, but before we start, we always talk to your team.

What to Expect:
In this phase, we get to know your team and your organization through interviews, and (when requested) an employee engagement survey tailored to your team’s specific needs. At the end of this process, we’ll write up a report that focuses on ways your team can improve, and how we can support them in those areas.
The report will include:
• Your unique leverage: before making changes, it’s crucial to recognize what is going well. Change management is much more straightforward when you are leveraging strengths.
• Your areas of improvement: every organization has something they can do better. Our report will clearly identify these opportunities and highlight why they are worth focusing on.
• Your next steps: we will suggest several ways that we can support your team to move forward based on what we’ve seen so far.
Why it matters:
Many teams come to us asking for one thing, but they really need something else. In engineering, this is called an XY problem: clients are asking about their solution, but missing the root problem.
The discovery phase allows us to identify that root problem, and then we can build a solution from there.
What to expect:
If you choose to move forward with some or all of our recommendations for next steps from the report in Phase 1, we will work with you to implement the projects we suggested.
This may look like:
• Updating your existing policies to reflect your organization’s current values and priorities
• Creating new processes to help your team work more efficiently, effectively, and happily
• Leading trainings to improve team connection, communication, or specific skills
• Facilitating difficult conversations between employees or teams
Why it matters:
When we say this is a partnership, we mean it. We will execute these projects alongside you and your team to ensure that we are fully addressing your team’s specific needs. For example, when we provide your team with a new policy, we will also help you educate your team, make adjustments, and assess sustainability. We’ll be with you every step of the way. We’ll rely on the relationships that we build in Phase 1 with your team to aid us as we answer their questions, make changes based on their feedback, and find the ways it will best fit for your team.
What to expect:
Some teams are only looking for temporary support and have an existing team in place to carry the team forward. If that’s you, then we will Wrap up our partnership by:
• Handing off any resources created for your team
• Meeting to advise on next steps and answer any final questions
Why it matters:
We are partners throughout this project and we want to be sure you are set up for success to move on without our support. We also love to have an opportunity to get feedback from you on how we can continue to improve our work as well.
What to expect:
Some teams do not have HR/People Ops teams or infrastructure in place, and in that case, receiving some fractional support on a regular basis can be beneficial. If that sounds like your organization, then we offer Ongoing support through options like:
• Weekly/bi-weekly office hours (just for your org!)
• Regular meetings/check-ins where we can answer questions and provide resources with managers and/or leadership
• Online support (email and/or slack)
Why it matters:
If you’ve made it this far, you know that aedHR firmly believes that People Work is not a simple “check-the-box” exercise — there’s always work to be done. At the same time, we know your team may not have the budget,capacity or need to bring on full-time HR support. Through regular check-ins with aedHR, we can keep a lookout for potential problems on the horizon, and tackle challenges before they become too large.

process

Short project? We can do that too.

Organizations get busy, and life gets busier. We understand. You may not have the time right now to commit to a full discovery process. Feel free to reach out to us to describe how you’d envision working together.