Practice area 01
HR Strategy & Consulting
Senior HR leadership and a people strategy built for your stage.
Services we provide
- Fractional HR leadership
- HR department development
- Organizational design
- Workforce planning
- HR audits
- Strategic planning
HR Consulting & Transformation
Build the Team.
Raise the Standard.
Executive-level support for HR strategy.compliance.hiring.compensation.leadership.HR systems.
Skyfall HR Partners is a full-service HR consulting and transformation firm. We help growing organizations build, improve, and scale their entire HR function, then prepare your own people to lead it.
The math, simplified
Summit-level HR. Base-camp cost.
One senior HR hireTypically $225K–$285K
Salary, benefits, and bonus for one person
Skyfall HR PartnersA full team
A defined monthly cost, set by company size
- 10HR practice areas
- 75–500Employees, our focus
- 3 yrsTo a team-run HR function
- 4 minFree HR assessment
Built for operationally complex industries
- Construction
- Industrial Services
- Manufacturing
- Logistics & Distribution
- Field Services
- Healthcare
- Professional Services
Questions worth asking
Is your HR keeping pace with your growth?
Growing companies rarely notice when HR falls behind. It shows up quietly, in questions nobody has a confident answer to.
Is your leadership team spending more time on people problems than on growing the business?
When owners and executives become the default HR department, strategy is the first thing to slip.
If an employee filed a complaint tomorrow, would you know exactly what to do?
How the first 48 hours are handled, and documented, often decides how the matter ends.
Is every role classified correctly, and every policy current in every state you operate in?
Multi-state growth and changing wage-and-hour rules create exposure most companies never see coming.
Do you know if your pay is competitive, and fair inside your own walls?
Pay compression usually surfaces the day a valued employee resigns.
Are you paying for HR software that nobody fully uses?
Most growing companies own more HRIS capability than they can operate, and decide on instinct instead of data.
If a key manager left next month, who would step in?
Without succession depth, one resignation can disrupt operations for months.
Our approach
We build it for you. We build it with you. You lead it. We support it.
Most firms rent you an HR manager. We build you an HR function, then hand you the keys, and we stay in your corner. A Transformation Partnership typically runs three years. After that, your team runs day-to-day HR and we move into a high-level advisory role.
- Year 1
Build
Assessment, HR foundation, policy and SOP architecture, and systems selection and implementation. We do the work directly, so you gain capability right away.
- Year 2
Grow
Your own people begin running what was built, with our team supervising, coaching, and correcting. Internal HR capability starts to form.
- Year 3
Transfer
Documentation, leadership readiness, and a structured handover. Our hours decline on a planned schedule as your team takes the lead.
- Ongoing
Support
We support it. Your team runs day-to-day HR while we stay on as your high-level advisor: executive guidance, regular check-ins, and help with the big decisions.
Services
Ten practice areas. One partner.
Engage us for a single project or a multi-year Transformation Partnership. Pick a practice area to see what's included.
Practice area 02
HR Compliance & Risk Management
Policies, documentation, and practices that protect your organization.
Services we provide
- Employee handbooks
- Policies
- SOPs
- Employment law compliance
- Workplace investigations
- HR documentation
- Corrective action
Practice area 03
Hiring & Talent Acquisition
A hiring process that helps your team find, choose, and keep the right people.
Services we provide
- Hiring strategy
- Job descriptions
- Applicant tracking systems
- Interview processes
- Candidate assessment
- Onboarding
Practice area 04
Compensation & Total Rewards
Pay and rewards that are fair, competitive, and motivating.
Services we provide
- Compensation analysis
- Salary structures
- Incentive and bonus programs
- KPI development
- Recognition programs
- Pay equity reviews
Practice area 05
Benefits & Payroll
Benefits and payroll that run smoothly and serve your people.
Services we provide
- Benefits strategy
- Broker coordination
- Open enrollment
- Payroll process improvement
- PEO evaluations
- Benefits administration
Practice area 06
HR Technology & Systems
The right HR systems, set up to save time.
Services we provide
- HRIS selection
- HRIS implementation and optimization
- ATS development
- HR automation
- Employee self-service
- Reporting dashboards
Practice area 07
Performance Management
Goals, reviews, and accountability that drive results.
Services we provide
- Performance review systems
- Goal setting
- Employee development plans
- Accountability systems
- Performance improvement plans
Practice area 08
Leadership & Organizational Development
Stronger leaders and teams at every level.
Services we provide
- Leadership training
- Management coaching
- Succession planning
- Leadership assessments
- Team development
Practice area 09
Employee Engagement & Culture
A culture people want to join and stay in.
Services we provide
- Engagement surveys
- Culture assessments
- Employee recognition
- Retention strategies
- Employee relations
- Communication strategies
Practice area 10
HR Operations & Infrastructure
The processes and structure behind a well-run HR function.
Services we provide
- HR department setup
- Process development
- Document management
- SharePoint development
- HR workflows
- Reporting and analytics
Who we help
Built for growing, operationally complex companies.
Somewhere between 75 and 150 employees, a payroll provider and an office manager stop being enough. That's when HR starts needing judgment, not just administration.
- Company size
- 75 to 500 employees. Smaller firms when complexity calls for it.
- Ownership
- Privately held: founder-, family-, or private-equity-backed.
- Who we work with
- Owners, CEOs, presidents, COOs, and CFOs.
- Where
- Utah County and Salt Lake County, with remote and hybrid delivery.
When companies call us
The moments when people problems start scaling faster than the business.
- Rapid hiring
- Multi-state expansion
- HRIS implementation
- HR leader departure
- Preparing for sale or acquisition
- Compensation crisis
- Employee relations escalation
Common starting points
HR Health Check
A risk assessment across compliance, files, payroll, benefits, recruiting, compensation, performance, employee relations, HRIS, structure, and culture. Delivered as an executive summary, prioritized issue list, and 90-day roadmap.
HR Foundation Build
Handbook and policy architecture, employee file and I-9 remediation, classification audit, a job description library, and onboarding and offboarding processes.
HRIS Selection & Implementation
Requirements and vendor selection, implementation management, or full implementation including integration, data migration, and training.
Compensation Structure & Bands
Compensation philosophy, market benchmarking, job grading, band construction, compression analysis, and a manager communication toolkit.
Leadership Academy
Cohort-based manager development: feedback, documentation, performance conversations, interviewing, and the legal boundaries supervisors need to know.
Hiring Process Build
Job descriptions, structured interview guides and scorecards, applicant tracking setup, and an onboarding program, so your managers can hire well on their own.
About Skyfall
A founding team, not a single consultant.
Our mission is to help growing businesses build exceptional teams, develop effective leaders, and establish the people systems and processes needed to scale sustainably, without the cost of permanent executive-level HR leadership.
Our vision is to become the most trusted HR transformation partner for growing businesses, building organizations that are stronger, more capable, and ultimately self-sustaining.
Brett
Founder & CEOLeads company strategy and serves as your fractional executive HR leader, with a focus on organizational design, compensation architecture, leadership development, and major projects.
Tracy
HR DirectorA director-level HR leader who runs day-to-day HR delivery: benefits, payroll, HR operations, HRIS implementation, compliance, process improvement, and the employee lifecycle.
Maryellen
RecruiterHelps your team hire well: recruiting strategy, job descriptions, interview processes, candidate pipelines, and a strong candidate experience.
FAQs
Good questions to ask before you hire an HR partner.
Don't see yours here? Book a discovery call and ask us directly.
Start with the free HR assessment. It takes about four minutes, goes straight to our team, and we follow up within one business day. Many clients then begin with an HR Health Check: a two-to-three-week review that ends with a prioritized issue list and a 90-day roadmap.
No. We work alongside the people you already have. Part of our job is to build their skills and confidence, so the HR function keeps getting stronger after we step back.
Yes. A PEO handles payroll, benefits, and baseline compliance well. We work alongside it and provide the strategy and implementation a PEO doesn’t staff: organizational design, compensation structure, leadership development, and HR systems.
Absolutely. Many relationships start with one project, such as a handbook rebuild, compensation bands, or an HRIS implementation. Ongoing leadership and multi-year partnerships are there when you need them.
We don’t disappear. Your own team runs day-to-day HR, and we move into a high-level advisory role through a Legacy Partnership: executive guidance, regular check-ins, and support for the big decisions, at a fraction of the former retainer. Projects are scoped separately.
Ongoing support is a defined monthly cost based on your company size and the scope of work. Projects are quoted individually. Multi-state and multi-entity companies carry more complexity, and we price that honestly up front.
Often, yes. Our focus is companies with 75 to 500 employees, but smaller companies with real complexity, like multiple states, rapid hiring, or a sensitive employee issue, are a great fit too. The free assessment will tell us both quickly.
Free HR assessment
Check your HR gaps in four minutes.
Answer a few questions about your company and where HR feels heavy. Your answers go straight to the Skyfall team, and we follow up within one business day with initial recommendations.
Prefer to talk first?
Book a no-cost discovery call and talk through where your HR stands today.
Book a discovery call →Or call (555) 010-2026 or email hello@skyfallhr.com.
✓ Assessment sent
Thank you. Here's where we'd likely start.
Based on your answers, these are the areas we'd expect to focus on first for your organization. Your answers are on their way to the Skyfall team, and we will reach out within one business day.