Human Capital
Why do companies outsource human resources?
You have just handled a hard people issue, or your office manager now runs HR for a growing team. Here is why companies outsource HR, the options, and the questions to ask a provider.
Drag the tiles to put the picture together.
Is your team growing faster than your systems?
I’m
hiring
fast
New managers, new hires, new rules to follow, and no one yet who owns the people side.
I have an
employee
issue
It’s sensitive and it’s urgent. You want to take it in the right order, alongside your employment counsel.
I’m
reorganizing
my team
Roles are shifting and people are watching. You want the change explained and handled with care.
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3
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What you get
People systems that hold up as you grow.
People systems that hold up as you grow.
If your team is growing faster than your systems, Surfside Human Capital Solutions offers HR consulting in four services: Fractional CHRO, Fractional HRBP, Employee Relations & Engagement, and HR Compliance. We work alongside your employment counsel, from Boston and across the United States.
CHRO
Fractional CHRO
People leadership at the executive table.
For when you’ve outgrown “someone handles HR,” but a full-time chief HR officer isn’t the right move yet.
- A people strategy tied to your business plan and your next stage of growth
- Org design and clear roles for a restructure, a new location, or a leadership change
- A pay structure and review cycle you can explain to your team
- A thinking partner for you and your leaders on the hard people calls
- Succession plans for key roles, so one departure doesn’t stall the business
HRBP
Fractional HRBP
A human resources business partner your managers can count on.
For when your managers are handling hiring, performance, and hard conversations without a playbook.
- Day-to-day support on performance, feedback, and difficult conversations
- Hiring and onboarding steps your managers can repeat
- Consistent documentation, so there’s a clear record when you need one
- Policies put into practice, not just written down
- A first call when something lands, and a handoff to your employment counsel when it needs one
Employee Relations
Employee Relations & Engagement
An HR specialist who can bring the team together to keep the business moving.
For when there’s a complaint, a conflict, or a key person leaving, or a team that’s quietly pulling back.
Mediation and Union & Labor Relations
- Respond: the first steps in the right order, alongside your employment counsel
- Resolve: mediation between employees, or between an employee and a manager
- Investigate: we help scope the investigation, gather documents, and act on the findings, while your counsel or a licensed investigator leads it
- Engage: pulse surveys, listening sessions, and stay interviews, so you hear what’s changing before it becomes a complaint
Compliance
HR Compliance
Know where you stand before someone asks.
For when you’ve added a new state or a new headcount threshold, a law has changed, or your handbook was written three years and 30 people ago.
- A review of your policies, worker classifications, and personnel records
- Handbook drafts and updates for your employment counsel to review
- A clear list of questions for your counsel
- A yearly check-in as employment rules change
Stabilize
what’s shaky
Stabilize what’s shaky
The first steps in order for the issue on your desk, a missing policy, or a manager who needs support.
Strengthen
what’s working
Strengthen what’s working
Clear roles, consistent reviews, and managers who know what to do, so the basics hold up.
Scale without
growing pains
Scale without growing pains
A high-performing team, with people systems that keep up with your growth. We help you build them.
Working together
Choose how we work with you.
Project
Focused
project
One people problem with a clear deliverable: pay bands, a handbook update, an HR audit, or the structure for a reorganization.
What you can expect
- A first conversation to define the problem, the deliverable, and who on your team is involved
- A written scope and timeline before work starts
- A review of what you have today: policies, roles, pay, and records
- The deliverable built with you, in language your managers can use
- A plan to roll it out to your managers and your team
Fixed scope
Monthly
Fractional
monthly
Part-time HR leadership every month, for when people issues take more of your time than the business can afford.
What you can expect
- A fractional CHRO or HRBP on your team, with a set rhythm of meetings with you and your managers
- A people plan tied to your business plan: roles, hiring, pay, and succession
- Hiring, onboarding, and performance cycles that run the same way every time
- Coaching for your managers on feedback and hard conversations
- A first call when an employee issue lands, with the next steps in order
- Turnover, time to hire, and your other people numbers reviewed with you
Urgent
Rapid
response
A complaint, a conflict, or a separation that can’t wait, handled in the right order from the first day.
What you can expect
- A first conversation to understand what happened and what is at risk
- The facts and the timeline put in writing
- The first steps in the right order, so nothing makes the situation worse
- Support with the hard conversations: what to say, what not to say, and who should be in the room
- If an investigation is needed, help scoping it, gathering documents, and acting on the findings, while an independent investigator leads it
- Documentation that holds up, and follow-up so the issue doesn’t come back
How it works
Your team first. Then the systems.
Your team first. Then the systems.
The first 30 minutes are yours: you tell us what is changing, we ask questions, and you get an honest read on whether we are the right help.
You talk,
we listen
You talk,
we listen
Free 30-minute consultation: what’s changing and what’s at stake for you. No pitch.
Stabilize
the urgent
Stabilize
the urgent
Your first steps, in the right order, alongside your employment counsel.
Strengthen
the basics
Strengthen
the basics
Your roles, pay, and policies reviewed, with items flagged for your employment counsel.
Keep
the systems
Keep
the systems
You keep the policies, the systems, and managers who know how to use them.
What you can expect
You’re heard first
Your first call is about your situation. No pitch.
A straight answer
If we’re not the right help for this, you hear it from us.
Senior people
You work directly with senior people from your first call.
Your call
Free, with no obligation. Every next step is your decision.
About Surfside
We take care of people, so you can take care of business.
If you’re leading a team through a hiring surge, a restructure, or an employee issue, Surfside Human Capital Solutions offers HR Consulting and Fractional CHRO from Boston, across the United States, alongside your employment counsel, in English or Spanish. Yuisa Pérez, Managing Partner, leads the firm.
Prefer to write first? Use the form on the contact page, or find Surfside on LinkedIn.
Insights
Plain reading for leaders growing a team.
Articles on people issues, hiring, and building the systems a growing team needs.
Human Capital
What is performance management in a growing company?
Your team has grown and you no longer know who is performing. Here is what performance management covers, what a company of each size needs, and five steps to start.
Questions
Questions leaders ask before we start.
Questions leaders ask before we start.
Are you a law firm?
Are you a law firm?
No. Surfside Human Capital Solutions is not a law firm and doesn’t give legal advice. We work alongside your employment counsel, and we help you gather the facts, policies, and documents they need.
I have an employee issue now. Can you help?
I have an employee issue now. Can you help?
Yes. We start with what has to happen first, alongside your employment counsel. If a complaint needs an investigation, your employment counsel or a licensed investigator leads it. We help you scope it, gather documents, and act on the findings.
When does a growing team need HR help?
When does a growing team need HR help?
Usually when something lands that nobody owns: a first employee complaint, a hard exit, or hiring that outpaces onboarding. You don’t have to wait for a crisis, and you don’t need it sorted before you reach out.
What does HR Compliance cover?
What does HR Compliance cover?
Your policies, worker classifications, and personnel records get a review, plus a list of questions for your employment counsel. We don’t decide legal classification or certify compliance. Handbook updates go to your employment counsel for review.
What does Hiring & Talent Acquisition cover?
What does Hiring & Talent Acquisition cover?
Role design, structured interviews, candidate evaluation, and onboarding. We build a process your managers can repeat. Legal questions go to your employment counsel.
What do a fractional HRBP and CHRO do?
What do a fractional HRBP and CHRO do?
A fractional HRBP (HR business partner) works with your managers day to day. A fractional CHRO (chief human resources officer) leads your people strategy. Both work part-time, and you can start with either.
How do engagements work?
How do engagements work?
A project is a defined piece of work, like a pay structure. Fractional monthly is a part-time HR business partner or CHRO. Rapid response is for what can’t wait, alongside your employment counsel. The first consultation is free, with no obligation.
Can we work in Spanish?
Can we work in Spanish?
Yes. We work in English or Spanish, so you and your team can talk through a sensitive issue in whichever language is easier.
Didn’t find your question? Bring it to your free consultation.
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