Fractional People & HR Advisor

Fractional People & HR Advisor iPromo (Friedman’s Premier Systems, Inc.) · Remote Engagement: 1099 contractor, part-time (~5–10 hours/week, as needed) · Location: Remote (US) Reports to: Director of Operations About iPromo iPromo is a promotional products company recognized on the Inc. 5000, operating with a fully remote US team of approximately 50 employees. We move quickly, value process and accountability, and are building out our people function to support the next stage of our growth. The Opportunity We’re looking for a seasoned Fractional People & HR Advisor to serve as a strategic people-and-compliance partner to our leadership team and our existing HR Manager. This is a high-impact advisory role, not an administrative one. Our HR Manager already owns the day-to-day — recruiting, onboarding, employee relations, payroll, PTO, and benefits administration. You will provide the senior expertise and strategic direction above that work: shaping compensation structure, performance management, multi-state compliance, benefits and 401(k) strategy, and handbook governance. You’ll work alongside our HR Manager as a partner, elevating our people practices while the HR Manager continues to run daily operations. The ideal person is someone who has “seen the movie before,” can spot risk early, and can bring big-company rigor to a lean, fast-moving remote company in just a few focused hours each week. What You’ll Own Compensation & Pay Band Structure — Design and maintain a competitive, equitable compensation framework, including pay bands, leveling, and guidance on offers and adjustments. Performance Management — Build and refine our performance review framework, cadence, and manager coaching approach to drive accountability and development. Multi-State Compliance — Serve as our expert on employment law across our remote, multi-state footprint; proactively flag risk and keep our practices current as laws change.

Benefits

Strategy — Research, vet, and recommend benefits partners and plan designs; advise on renewals and open enrollment. (Our HR Manager handles day-to-day administration and enrollment execution.) 401(k) Strategy — Advise on plan design, provider selection, and compliance. (Our HR Manager handles administrative data entry and processing.) Handbook Governance — Own the integrity of our employee handbook and HR policies — recommending edits, refinements, and updates to keep them current and compliant. Leave & FMLA — Provide expert guidance on FMLA, disability, parental leave, and workers’ compensation matters, supporting our HR Manager on complex or sensitive cases. Employee Relations Escalations — Serve as the senior resource for complex, sensitive, or higher-risk employee relations matters and investigations, partnering with our HR Manager and outside counsel as needed. HR Infrastructure & Vendor Strategy — Advise on our HR systems, tools, and outsourcing decisions — evaluating vendors and build-vs-buy trade-offs to ensure our people infrastructure fits our size and stage. HR Metrics & People Analytics — Help leadership determine what to measure (retention, turnover drivers, pay equity, and other key indicators) and interpret the data to inform people decisions. Offshore Contractor Compliance — Advise on worker classification and compliance risk for our offshore contractor workforce as it affects the US entity. (Day-to-day contractor payment and time tracking remain with our internal team.) Growth & Scaling Support — Partner with leadership on the people side of growth — organizational design, workforce planning, and, where relevant, people due diligence and integration for acquisitions or expansion. Strategic Advisory — Act as a trusted people advisor to the Director of Operations and executive team on organizational and workforce questions as they arise. What This Role Is Not To set clear expectations: this role does not cover day-to-day HR administration, payroll processing, recruiting, or routine data entry — those remain with our HR Manager. We’re looking for strategic expertise and judgment, not hands-on transactional work. Initial Expected Outcomes In the first few months, we’d expect this engagement to deliver: An HR risk assessment — a clear-eyed review of our people-related compliance and risk exposure across our remote, multi-state workforce, with prioritized recommendations. A first-90-days plan — a focused roadmap of what to address first, sequenced by impact and urgency. An evaluation of our foundations — an assessment of our current HR processes, policies, employee handbook, and systems, with recommendations for improvement and refinement. What We’re Looking For Significant senior HR / People leadership experience (e.g. Head of People, HR Director, or CPO level), ideally including fractional or advisory engagements. Deep, current expertise in multi-state compliance for remote workforces, including leave law (FMLA/ADA) and wage & hour. Proven track record designing compensation structures and performance management frameworks. Strong working knowledge of benefits and 401(k) plan strategy, vendor selection, and renewals. Experience supporting company growth and scaling — organizational design, workforce planning, and ideally M&A or expansion people work. Comfort operating as an embedded partner in a lean, fully remote, fast-paced environment — high autonomy, high trust, focused hours. SHRM-SCP / SPHR or equivalent credentials a plus. Engagement Details Type: 1099 independent contractor. Time: Approximately 5–10 hours per week, as needed — heavier during initial setup and active projects, lighter in steady-state advisory. Location: Fully remote (US-based). Structure: Ongoing advisory partnership alongside our HR Manager, reporting to the Director of Operations. Apply To This Job