FRACTIONAL HR SUPPORT THAT FITS YOUR BUSINESS
FlexHR gives you the HR depth you need, exactly when you need it.
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Put Fractional HR Support to Work for Your Business
Small businesses need practical HR, not another platform to manage. FlexHR provides experienced leadership and on-demand execution so you can stay focused on customers and growth. With fractional HR support, you tap into time-tested processes and seasoned counsel without adding permanent headcount. The model is flexible, cost-effective, and customizable to your stage, budget, and pace.
Activate the HR Essentials With FlexHR
FlexHR gives small and growing teams the essentials of an HR department without adding permanent headcount. You get structure, seasoned guidance, and execution that holds up as you scale. With fractional HR support, we match our involvement to your priorities and pace so progress is clear and measurable.
Compliance You Can Trust
We establish procedural operations that reduce legal exposure, write and update policies, and keep your documentation clean and current.
Onboarding and Offboarding That Build Confidence
We set up a structured start and finish for every employee, complete with orientation calendars, manager touchpoints, and clear responsibilities.
Programs That Retain Talent
We help you shape benefit plans, growth paths, and review processes that fit your workforce and market.
Practical Guidance on Real Issues
A dedicated consultant serves as your point of contact for employee relations, workforce planning, and change management. You get answers, not homework.
Steady Your People Operations Without Adding Overhead
Build Stronger Teams Across These Industries
- Information Technology
- Financial Services
- Operations
- Engineering, Design & Manufacturing
- Legal Services
Why FlexHR Was Created
Most small to mid-sized organizations lack the internal HR capacity to cover this broad and evolving spectrum. Even in larger businesses, HR professionals are often spread thin—expected to be strategic advisors, compliance experts, benefits administrators, and talent developers—all at once. This expectation is not only unrealistic, it’s unsustainable.
Brightwing’s FlexHR was designed to solve this gap.
Whether you’re a company without a dedicated HR person, or a growing team needing focused support in just one area, FlexHR provides scalable, expert-level solutions without the cost or complexity of building a full in-house team.
With FlexHR, You Gain:
- On-demand access to seasoned HR professionals
- Tailored support in one or multiple focus areas
- Alignment to your culture, goals, and growth stage
- Flexibility to scale up or down based on your needs
When to Use FlexHR
- You need to create or update your employee handbook
- You’re launching or refining your recruiting process
- Your benefits program requires review or optimization
- You’re implementing performance management for the first time
- You need help ensuring compliance with labor laws and HR standards
- You want to build an HR foundation that scales with your company
- Compensation benchmarking
Transforming HR Leadership for Michigan’s Most Recognizable Law Firm
The Challenge
A Michigan-based manufacturer of robotic metal finishing solutions had HR responsibilities distributed among leadership. The CFO handled some HR functions, while the office manager oversaw others—but neither was willing (or equipped) to manage more sensitive responsibilities like disciplinary action, employee development plans, or training.
They had cycled through several HR professionals in the past, but none truly stuck. Unsure whether they needed a part-time, full-time, or fractional solution, they turned to Brightwing for guidance. What they did know was that existing HR gaps left them vulnerable. They needed clarity, structure, and an experienced HR partner who could stabilize their function and uncover issues the leadership team had not yet recognized.
What Needed to Change
Beyond the fractured structure, their challenge was clarity. No one owned HR in a strategic or consistent way, essential processes were being skipped or poorly executed, and managers were untrained. They were paying for top-tier tools like ADP but barely scratching the surface of its capabilities. After multiple short-lived hires in the role, trust in the function and in the hiring process had worn thin.
The real risk wasn’t just operational—it was cultural. Without the right HR leadership, teams were unprepared, under-supported, and vulnerable to inconsistency and liability.
How Brightwing Stepped In
Brightwing began by assessing the organization’s structure and immediate priorities. We identified the need for a steady HR presence with deep expertise—someone who could provide hands-on leadership without requiring a full-time hire.
Through our FlexHR consulting solution, we deployed an experienced HR consultant to stabilize and elevate the function. Her background made her stand out: seasoned HR leadership, deep fluency in ADP systems, and a collaborative, roll-up-your-sleeves style that aligned seamlessly with the team’s culture.
Once engaged, she didn’t just fill a gap—she rebuilt the foundation. She trained managers on conducting interviews and leading performance conversations. She sat in on hiring discussions. She maximized their investment in ADP by training the team to use it effectively. And she quickly became a trusted advisor to leadership.
The Lasting Change
The company gained a fully functioning, strategically driven HR operation—without the overhead of a full-time hire. Their Brightwing consultant became an integral part of the team, bringing consistency, process maturity, and renewed trust in HR.
The result: smoother processes, stronger managers, and a culture supported by structure rather than burdened by it.
Brightwing’s consulting approach delivered the leadership and stability they needed, exactly when—and how—they needed it.
How FlexHR Transformed Compliance Gaps into a Scalable, Multi-State HR Foundation
The Challenge
A multi-state law firm experiencing rapid growth was expanding its reach and adding new employees across several states. As the firm scaled, HR responsibilities remained lean and decentralized—leaving little time for proactive policy updates or state-by-state compliance reviews.
When Michigan introduced new requirements under the Earned Sick Time Act (ESTA), the firm recognized the need for experienced HR guidance to ensure alignment across its entire operation.
What Needed to Change
What started as an ESTA-specific project quickly uncovered a larger need. The firm’s rapid, multi-state growth had outpaced its HR infrastructure—policies still reflected Michigan law, and the challenge clearly extended beyond a single update.
The partners knew that ensuring compliance across multiple jurisdictions required more than a one-time fix. They needed a knowledgeable HR partner to help them review, realign, and future-proof their policies for continued growth.
How Brightwing Stepped In
Brightwing stepped in to provide HR consulting support through a seasoned consultant with deep multi-state compliance experience. Our consultant embedded seamlessly with the firm’s leadership to assess their current state, identify key gaps, and implement the necessary changes.
She began by auditing the existing handbook, mapping each policy to applicable state and federal laws, and rewriting content to accurately reflect the firm’s expanded footprint. The goal wasn’t just compliance—it was clarity, consistency, and a sustainable HR foundation that could support future growth.
Through this engagement, the firm gained access to expert-level HR consulting without the overhead of a full-time hire. Their consultant operated as a trusted advisor and an extension of their team, ensuring every update aligned with both legal requirements and the firm’s culture.
The Lasting Change
The result was a fully updated, compliant employee handbook that addressed ESTA requirements and harmonized policies across all states where the firm operates.
More importantly, the engagement gave the partners
Peace of mind—a reliable HR resource they can turn to for future guidance, confident that their people practices are as strong and forward-looking as the firm itself.
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