You don't have to build an HR department internally to have one.
For organizations without an internal HR department, Extension HR steps in and serves as the primary HR function. Your leaders have HR to call. Your managers have support when employee situations arise. Your employees have a place to go. Starting at $8,999/month.
This is not HR consulting. This is an operating HR function built around your organization.
We are not an outside consultant handing leadership a set of recommendations and leaving the work behind. We become an accessible HR resource for the organization and help carry the day-to-day work that keeps HR moving.
The work that normally lands on an internal HR Manager's desk has an experienced HR function behind it instead.
We don't simply tell you what to do. We help carry the work.
Designed for organizations with a relatively straightforward HR environment, generally up to approximately 50 employees. Above that, we build a customized scope around the level of responsibility Extension HR will actually carry.
An organized department—not a retainer.
We learn the organization.
We meet leadership, review the workforce, systems, policies, personnel-record processes, open HR matters, and immediate risks—so nothing important stays invisible.
- Leadership and executive alignment meeting
- HR Infrastructure Assessment
- Records, documentation, and process review
- Open HR matter intake and triage
- Immediate risk identification
HR becomes accessible and organized.
We establish the HR communication structure, communicate to employees and managers, close urgent documentation and process gaps, and build the roadmap.
- HR inbox and access structure established
- Employee and manager communication
- Urgent documentation and process gaps addressed
- Priorities sequenced with leadership
- 90-Day HR Priority Roadmap delivered
The HR department operates.
Employees and managers have HR access. Extension HR manages the agreed HR function, builds infrastructure, supports leadership, documents the work, and reports on what is happening across HR.
- Day-to-day employee-relations and manager support
- Documentation prepared, reviewed, and maintained
- Infrastructure, SOPs, and workflows developed
- Recurring HR updates to leadership
- Quarterly CORE Scorecard
HR stops being a question no one owns.
They have HR to contact.
They have an HR partner to call before acting.
The documentation and process have HR support behind them.
There is a process for intake, documentation, review, investigation, and follow-through.
The HR side of onboarding has structure behind it.
It gets built.
The process is coordinated and documented.
They are not navigating it alone.
That is what we mean when we say Extension HR becomes your HR department.
Employees, managers, and leadership each get something specific.
Employees
- Employees have one clear place to bring HR questions, documentation, requests, and concerns.
- Concerns are received, documented, reviewed, and followed through on a defined process—not passed around informally.
- Sensitive matters are handled with confidentiality, shared with leadership only as appropriate and necessary.
- Matters requiring executive awareness or legal review are escalated promptly, with a clear recommendation.
- Response expectations are set in your service agreement so employees and managers know what to expect.
Managers
- Coaching before a difficult conversation, not damage control after it
- Write-ups and corrective actions drafted and reviewed with them
- Attendance and performance concerns addressed consistently
- Workplace investigations handled with a documented process
- Termination and separation decisions supported and documented
- Leave, accommodation, and workers' compensation matters coordinated
Leadership
- Recurring HR updates on what is moving and what needs decisions
- Visibility into organizational risk before it becomes a claim
- Documentation status across active matters
- Employee trends: turnover, patterns, recurring concerns
- Compliance priorities and recommended next steps
- Quarterly CORE Scorecard for executive-level reporting
HR that feels integrated into your organization.
Extension HR can work through an HR communication structure your people recognize as yours—for example:
Employees and managers have a clear place to bring HR questions, documentation, concerns, and requests. Extension HR manages the agreed HR workflow behind that function while staying closely connected with designated organizational leadership.
Your employees experience HR. Your leadership gains visibility. Your organization gains structure.
What your HR department can handle.
Employee Relations
- Employee concerns and HR questions
- Manager guidance
- Corrective actions and write-ups
- Performance concerns
- Workplace investigations
- Conflict and employee-relations support
- Termination and separation documentation
Recruiting & Employee Lifecycle
- Job-description development
- Recruiting coordination
- Interview structure
- Offer and onboarding processes
- New-hire HR documentation
- Employee changes
- Offboarding processes
Policies, Documentation & Infrastructure
- Employee handbook support
- Policies and HR SOPs
- Employee documentation
- Personnel-file processes
- Required acknowledgments
- HR workflows and documentation standards
- HR calendar and recurring compliance processes
Leave, Workers' Compensation & Unemployment
- Leave-process coordination and documentation
- Workers' compensation coordination and follow-through
- Return-to-work documentation
- Unemployment documentation and case coordination
- Manager communication and internal HR follow-up
Performance & Leadership
- Performance-management processes
- Corrective-action structure
- Manager coaching
- Leadership development
- Accountability systems
- Training
- Culture development
HR Compliance & Organizational Protection
- HR compliance processes
- Documentation reviews
- Policy implementation
- Employee classification and record-process support
- Required HR notices and workflows
- Identification of issues that should be escalated to employment counsel
- Coordination with employment counsel when appropriate
Executive HR Leadership
- Direct HR partnership with ownership and executive leadership
- HR strategy and organizational planning
- Workforce discussions
- Executive visibility into people trends and risks
- HR Infrastructure Assessment
- 90-Day HR Priority Roadmap
- Quarterly CORE Scorecard
No ambiguity about who does what.
We execute
- Preparing HR documentation, write-ups, and separation paperwork
- Receiving and working employee HR matters through to resolution
- Building policies, SOPs, workflows, and HR calendars
- Coordinating leave, workers' compensation, and unemployment cases
- Running the HR side of onboarding and offboarding
- Managing personnel-record and HRIS processes
We advise and support
- Final employment decisions, which remain with the organization
- Legal interpretation and representation, which sit with employment counsel
- Business, compensation, and budget decisions
- Anything requiring an officer, owner, or licensed professional's authority
Remains with you or a third party
- Payroll processing, tax filing, and payroll-fund movement
- Employment-law advice and representation
- Benefits brokerage and insurance-carrier decisions
- Company banking, funding, and financial controls
Clear lines, stated up front.
We coordinate payroll. We do not replace your payroll provider.
Extension HR can support timekeeping processes, employee changes, HR documentation, and coordination with payroll. Payroll processing, tax filing, and payroll-fund movement remain with your payroll provider or designated payroll function unless separately agreed and legally appropriate.
We support HR compliance. We are not your law firm.
Extension HR provides experienced HR leadership and practical compliance support. When a matter requires legal advice, we help identify that point and work alongside your employment counsel.
We coordinate benefits processes. We are not the carrier or broker.
We can support employee communication, enrollment workflows, documentation, and vendor coordination while the licensed broker or carrier maintains responsibility for regulated benefits services.
Starting at $8,999 / month.
The starting investment is designed for organizations with a relatively straightforward HR environment, generally up to approximately 50 employees. Above roughly 50 employees, we create a customized Full HR Department scope and investment based on the level of coverage required.
We do not believe workforce size alone should determine your HR investment. We price the relationship around the level of responsibility Extension HR will actually carry.
Final investment is based on
- Workforce size
- Number of locations
- States in which employees work
- Current HR infrastructure
- Employee-relations activity
- Recruiting volume
- Turnover
- Leave and workers' compensation activity
- HRIS and systems
- Onsite support expectations
- Training requirements
- Operational complexity and scope of responsibility
Included in the agreed monthly scope
Your service agreement establishes the HR responsibilities Extension HR will own and support each month, with predictable monthly pricing and direct access to experienced HR leadership.
May require additional scope
- High-volume recruiting
- Extensive onsite coverage
- Significant travel
- Large-scale workplace investigations
- Large HRIS implementations
- Major organizational restructures
- Large one-time handbook projects
- Customized in-person training programs
- Background checks and job-posting expenses
- Third-party vendor costs
- Employment-law attorney fees
- Benefits broker and carrier costs
Any additional investment is discussed and approved before work begins.
A strong fit when HR has no home yet.
- Growing small businesses
- Nonprofits
- Churches and faith-based organizations
- Professional-services firms
- Multi-location businesses
- Founder-led organizations
- Organizations hiring their first HR Manager or HR Director
- Organizations that have outgrown informal HR
- Organizations where HR currently sits with the CEO, COO, Office Manager, or Finance leader
Sometimes a different partnership fits better.
- You already have an HR professional you want to retain and develop
- You have a substantial internal HR department
- You require a full-time HR employee onsite every day
- Extremely high-volume recruiting is your primary HR need
- Your HR environment requires several dedicated full-time onsite specialists
Six months in, this is what leadership notices.
- Cleaner, more consistent documentation
- Managers handling situations the same way, every time
- HR that employees can actually reach
- Fewer people matters sitting on the CEO's desk
- Stronger processes that hold up under scrutiny
- Clearer executive visibility into the people function
Straight answers before you commit.
Tell us what you want HR to take off your plate.
We'll learn about your workforce, current structure, challenges, leadership team, and priorities—then show you what it looks like for Extension HR to become the department.