Not every HR need is ongoing. Sometimes it's a single, defined initiative: picking the right HR system, moving off a PEO, finally building a real performance review process, or designing onboarding that doesn't rely on what someone can remember. These need focused expertise for a defined period, not a retainer.
Workplace Harmony runs these as scoped projects with a clear start, a clear deliverable, and a clear end, so you get the expertise without adding an ongoing commitment to your budget.
For the initiatives that need a dedicated push and a clear finish line.
A defined project. A clear scope. A real end date.
Where We Typically Plug In
From evaluating vendors to managing the rollout, so the system you land on fits how your company actually works, not just what the demo promised.
HCM technology selection & implementation
A real review process built around your goals and your culture, not a generic template nobody actually uses by the second cycle.
Performance management process design
How is project consulting different from Fractional HR or Scrappy HR?
Both of those are ongoing relationships covering your whole HR function. Consulting is scoped to one specific initiative with a defined start and end, and doesn't require an ongoing retainer.
How long does a typical consulting project take?
It depends on scope: a performance management redesign moves differently than a full HCM implementation. We'll outline a realistic timeline before the project starts, not partway through it.
Can consulting lead into ongoing support afterward?
It can, but it's never assumed. Some clients wrap the project and run with what we built; others realize partway through that they want ongoing coverage, and move into Fractional HR Support or Scrappy HR.
Do you only work on the project types listed, or other initiatives too?
Those four are where we plug in most often, but if you have a defined HR initiative that isn't listed here, it's worth a conversation regardless.
Common questions about HR Consulting Services
Schedule a Conversation!
See Fractional & Scrappy HR
Employee onboarding design
A structured onboarding experience that gives new hires a strong start and gives every department the same consistent process.
PEO transitions
A structured plan for moving off a PEO, so payroll, benefits, and compliance keep running without a gap during the switch.
Don’t see it here? Ask anyway.
Chances are we've already solved something close to it. We've been doing this a while.
When we help
The Results
- You're evaluating or switching HR systems
- You're leaving a PEO
- Performance reviews feel like a formality
- Onboarding depends on whoever's around that week
- A system that fits, not one you settled for
- A transition with no dropped ball
- A performance process people actually use
- Onboarding that doesn't depend on memory
Have a specific HR project in mind? Let's scope it.
