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YvonneFairHR Partners

Engagement Options

Three ways to work together

Every engagement starts with a conversation about the organization's priorities — these are the typical shapes that conversation leads to.

Fractional CHRO Retainer

Ongoing executive-level HR leadership delivered through a recurring advisory relationship.

Ideal client

Organizations that want a senior HR voice at the leadership table on an ongoing basis.

Typical situations

  • · Between permanent HR leaders
  • · Scaling and need executive HR capability now
  • · Want board/executive reporting on people strategy

What's typically included

  • · Regular executive meetings
  • · Leadership-team support
  • · Strategic-priority management
  • · Board or executive reporting
  • · Organizational initiatives
  • · People-strategy development
  • · Senior HR decision support
  • · Ongoing transformation guidance
Format: Recurring monthly engagement.Pricing: contact for scope
Discuss This Option

Executive HR Advisory

Focused strategic guidance for executives, business owners, boards, or internal HR leaders.

Ideal client

Leaders who need targeted expertise on a specific decision, project, or transition — not a standing retainer.

Typical situations

  • · A specific organizational problem needs an outside perspective
  • · Internal HR leadership wants a second opinion
  • · A leadership transition is underway

What's typically included

  • · Executive consultation
  • · Organizational problem-solving
  • · Leadership coaching
  • · Strategic reviews
  • · Decision support
  • · Project guidance
  • · Second-opinion advisory
  • · Transition support
Format: Project or advisory basis, scoped to the need.Pricing: contact for scope
Discuss This Option

People & Organizational Readiness Assessment

A structured assessment resulting in a prioritized 90-day roadmap.

Ideal client

Leadership teams that want a clear, prioritized starting point before committing to a larger engagement.

Typical situations

  • · Not sure where to start
  • · Want an outside, structured read on organizational readiness
  • · Preparing for a bigger change (growth, acquisition, leadership transition)

What's typically included

  • · Days 1–30: Assess — executive interviews, organizational review, HR infrastructure assessment, leadership and role review, risk and readiness evaluation, current-state analysis
  • · Days 31–60: Design — organizational recommendations, role and accountability recommendations, people-strategy priorities, leadership recommendations, future-state design, 90-day implementation planning
  • · Days 61–90: Activate — leadership rollout, process implementation, manager communication, priority execution, progress measurement, executive summary and recommendations
Format: A defined 90-day engagement.Pricing: contact for scope
Request Assessment

No engagement result or business outcome is guaranteed. Scope, fees, and terms are confirmed in a written proposal before any engagement begins.