Most small businesses don’t need a full-time HR director. They need someone who can think strategically, build the actual systems, and show up like a real partner — without the overhead of a full-time hire.
That’s what I do. I work with founders and CEOs at every stage of building out their people function — from “we have nothing” to “we have something but it’s not holding up.” Every engagement starts with understanding your business first. The HR stuff follows.
Here’s how most client relationships take shape.
How We Work Together
Start Here: Free Consultation
45 minutes | No cost | No pressure
Before anything else, let’s make sure we’re a fit. We’ll talk about where your business is, what’s not working on the people side, and whether working together makes sense. No pitch, no package — just a real conversation.
→ Book your free 45-minute call
HR Discovery
The starting point for almost every client relationship $2,000 – $3,500
Before I can help you build anything, I need to understand what’s actually going on inside your business. The HR Discovery is a structured deep dive — typically 10 hours of work spread across conversations with you and your key leaders — that surfaces what’s working, what’s not, and what needs to happen next.
This isn’t a checklist exercise. It’s a real look at your people, your processes, your compliance exposure, and the gaps between where you are and where you’re headed.
At $2,000: You walk away with a clear picture of your current state and a prioritized roadmap you can act on — whether with me or on your own.
At $3,500: We go deeper on specific areas — compliance gaps, org design, or a more detailed output — typically when you’re preparing for growth, a leadership change, or have a situation that needs more than a high-level read.
Most clients who move into a retainer or project engagement start here. It’s how I make sure the work we do together is actually the right work.
Project Work
Scoped to what you need | Custom pricing
Sometimes you don’t need ongoing support — you need something built. A hiring process. An employee handbook. A performance management framework. An onboarding program. An HRIS implementation.
Project work is scoped based on what you need and how much you already have to work with. We’ll define the deliverables, timeline, and investment together, usually after an HR Discovery has given us a clear picture of what to prioritize.
→ Let’s talk about your project (email: amy@consultingbythecampfire.com)
Fractional HR Retainer
Ongoing partnership | Starting at $4,000/month
This is where I do my best work. A fractional retainer means I’m your HR partner — not a vendor you call when something breaks. I show up as a strategic thought partner and I do the actual work: building systems, supporting your team, handling employee relations, advising on decisions, and staying ahead of what’s coming next.
I do strategy and execution. Most fractional consultants do one or the other. I do both, which means you’re not paying for a plan you have to figure out how to implement.
Retainers are scoped based on your team size, growth stage, and what needs to get done. Engagements typically begin following an HR Discovery.
Starting at $4,000/month.
Hourly Support
$200/hour
For existing clients with one-off needs, or for founders who want focused time to work through a specific question or situation. Not the right fit for building something from scratch, but useful when you need an expert in your corner for a defined conversation or task.
Not sure where to start?
Most people aren’t. If you’re not ready to book a call but want to get a sense of whether this is the right direction, send me an email. I read everything and respond to every serious inquiry.
→ Book your free 45-minute call
→ amy@consultingbythecampfire.com
Case Study: HR Department From Scratch
Client: Growing Technology/SaaS company (35+ employees)
Challenge:
No formal HR department, inconsistent people processes, and limited leadership visibility into recruiting and retention metrics.
What We Built:
- A full HR function from scratch — core processes and SOPs across the entire employee lifecycle
- EOS rollout across the organization, achieving 85% employee engagement and 95% retention — and maintaining both year over year
- Onboarding programs, promotion workflows, and manager training that drove 100% performance review completion for two consecutive years
- Company-wide engagement surveys and culture initiatives, with leadership debriefs and action plans that stuck
- Streamlined people operations that supported sustainable growth through a successful acquisition
The Outcome:
- A scalable HR infrastructure that made the business more attractive – and more acquirable. Leadership had the metrics and the processes to support what came next.
Quote:
“Amy goes above and beyond, and her organizational skills are exceptional — she’s a task master in the best way. Most of all, her positive, collaborative approach makes her a great partner.”
— Chief People Officer, Acquiring Company