Three ways to build a stronger HR function.
Strengthen the HR professional you already trust, add hands-on capacity behind them, or let Extension HR become the HR department your organization doesn't have.
We strengthen the department around them.
Your HR professional knows your people, your culture, and your organization. Extension HR adds experienced capacity, stronger infrastructure, leadership development, documentation support, and another layer of protection around the HR professional you already trust.
We can become it.
Extension HR can step into the HR function and work directly with your leadership, managers, and employees. We are not an outside consultant handing leadership recommendations and leaving the work behind—we become an accessible HR resource and help carry the day-to-day work that keeps HR moving.
Choose the level of protection, capacity, and HR support your organization needs.
The difference between our partnerships isn't simply how much HR support you receive. It's how much responsibility Extension HR carries with you.
Strengthen the HR professional you already trust.
For organizations that already have an internal HR professional but want another experienced layer around them. Extension HR works alongside your HR professional to strengthen documentation, employee relations, investigations, compliance processes, leadership practices, HR infrastructure, and executive visibility.
- Your HR professional remains the daily HR lead
- Internal HR executes most work with our guidance and review
- We coach HR and leadership through harder situations
- We strengthen infrastructure, documentation, and executive visibility
Best for: Organizations with an HR professional already in place who should not have to carry the responsibility of an entire HR department alone.
General workforce guidance: Generally designed for organizations with up to 150 employees.
Primary value: Your HR professional becomes stronger and does not have to carry the department alone.
Keep your HR professional. Give them a department behind them.
For organizations that already have HR but want more hands-on execution, infrastructure, and capacity behind the person leading it. Extension HR takes ownership of agreed-upon areas of the HR function so important work stops competing for one person's time.
- Your HR professional continues leading internally
- Extension HR shares responsibility for the function
- We execute agreed areas and take work off their plate
- Employees use internal HR or Extension HR based on scope
Best for: Organizations where the HR professional remains the internal connection point but would benefit from a stronger department behind them.
General workforce guidance: Generally designed for organizations with up to 250 employees, depending on the internal HR structure.
Primary value: More HR gets done without adding another HR employee.
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 situations arise. Your employees have a place to go.
- Extension HR serves as the primary HR function
- We operate the agreed systems, processes, and workflows
- Managers and leadership have experienced HR to call
- Employees receive dedicated employee-facing HR access
Best for: Organizations without an HR department—or where HR currently sits with the CEO, COO, Office Manager, or Finance leader.
General workforce guidance: The starting investment is generally designed for organizations with up to approximately 50 employees.
Primary value: Have an HR department without having to build one internally.
This is not HR consulting. This is an operating HR function built around your organization.
Custom scope and investment
Employee count is only one factor. Investment also reflects your existing HR structure, locations, states, employee-relations activity, recruiting volume, onsite requirements, organizational complexity, and the level of responsibility Extension HR will carry.
Compare who carries the HR responsibility.
| Included | HR Partnership | HR Department ExtensionMost Popular | Full HR Department |
|---|---|---|---|
| Monthly investment | $3,899 | $5,499 | Starting at $8,999 |
| They already have HR? | Yes | Yes | No |
| Who leads daily HR internally? | Their HR professional | Their HR professional + Extension HR | Extension HR |
| Extension HR's role | Strengthen | Share + extend | Operate the function |
| Employees primarily go to | Their internal HR | Internal HR / Extension HR based on scope | Extension HR |
| Execution | Internal HR executes most work with our support | Extension HR executes agreed areas | Extension HR operates the agreed HR function |
| Core value | Better HR leadership and protection | More capacity without another hire | An HR department without building one |
| General workforce guidance | Generally up to 150 employees | Generally up to 250, depending on internal HR structure | Starting price generally up to ~50 employees |
| Employee-facing HR inbox | — | Optional | Included |
| Manager coaching and guidance | Included | Included | Included |
| Second set of eyes on HR matters | Included | Included | Included |
| Employee relations | Strategy + coaching | Strategy + execution | Owned by Extension HR |
| Documentation review | Included | Included | Included |
| Documentation development | Coach + help HR draft | Extension HR prepares agreed-upon documentation | Complete documentation infrastructure |
| Performance / corrective action | Strategy + coaching | Strategy + documentation | Full process ownership |
| Investigation support | Coaching + review | Strategy + documentation | Intake through follow-through |
| Workers' comp / unemployment / leaves | Strategy + guidance | Strategy + back-end support | Coordinated and documented |
| Onboarding / offboarding | Review + guidance | Documentation + process support | Full HR process |
| Recruiting | Guidance | Recruiting coordination | Recruiting coordination + lifecycle |
| HRIS / personnel records | Guidance | Process support | Process ownership |
| Policies, handbook, SOPs | Support | Development | Built and maintained |
| HR compliance processes | Included | Enhanced | Owned by Extension HR |
| Coordination with employment counsel | Included | Included | Included |
| Leadership development | Included | Included | Leadership framework |
| Culture development | Included | Included | Culture framework |
| Training | Quarterly virtual | Monthly virtual | Customized |
| HR Infrastructure Assessment | Included | Included | Comprehensive |
| 90-Day HR Priority Roadmap | Included | Included | Included |
| Quarterly CORE Scorecard | Included | Included | Customized executive reporting |
| Payroll processing | — | — | Coordinated, not processed |
Scroll the table sideways on smaller screens to compare all three levels.
Start with one question.
Already have an HR professional?
Strengthen the department around the HR professional you already trust.
Have HR, but they need significantly more capacity?
Add infrastructure, execution, and another experienced layer behind them.
Don't have an HR department and want us to become it?
Give leadership, managers, and employees an HR function they can actually rely on.
That doesn't mean you already have what Extension HR provides.
A PEO can help administer parts of HR—payroll, benefits, technology, workers' compensation programs. Extension HR goes deeper into the HR function itself, working directly alongside your HR professional—or serving as the HR function—on the actual people matters happening inside your organization.
Tell us what you want HR to take off your plate.
We'll learn about your workforce, current structure, challenges, leadership team, and priorities and determine which Extension HR partnership makes the most sense. If you already have HR, we'll discuss how to strengthen the department around them. If you don't, we'll show you what it looks like for Extension HR to become it.
Standard employee ranges are general guidelines. Final scope and pricing are based on workforce size, locations, states in which employees work, HR matter volume, recruiting volume, organizational complexity, and required support.
Standard HR matters are subject to defined scope and complexity. Complex investigations, high-volume recruiting, extensive onsite coverage, significant travel, large HRIS implementations, agency charges, litigation, reductions in force, extensive audits, major organizational restructures, customized in-person training, and other substantial projects may require separate scope and pricing. Third-party costs such as background checks, job postings, vendor fees, employment-law attorney fees, and benefits broker or carrier costs are separate. Any additional investment is discussed and approved before work begins.
Extension HR coordinates payroll processes but does not replace your payroll provider; payroll processing, tax filing, and payroll-fund movement remain with your payroll provider or designated payroll function unless separately agreed and legally appropriate. Extension HR coordinates benefits processes and is not the insurance carrier or broker.
Extension HR provides HR consulting, operational support, documentation support, and organizational development services and does not provide legal advice or legal representation. Extension HR services are designed to strengthen HR practices and help reduce preventable organizational exposure; no HR service can prevent or guarantee protection from claims, agency actions, or litigation.
Standard partnerships are structured as six-month engagements.