A senior HR leader, part time. You pay for the hours you use, and you keep everything we build.
BLS puts the median HR manager salary at $149,280, before benefits. The top 10% earn over $267,810.
Source: US Bureau of Labor Statistics, 2025 (opens in a new tab)SHRM’s 2025 benchmark is 1.98 HR staff per 100 employees. At 50 people, that is about one HR person, not an executive team.
Source: SHRM, 2025 (opens in a new tab)SHRM: turnover starts to fall once you have at least one HR person per 200 employees.
Source: SHRM, 2024 (opens in a new tab)Each solves a different problem. Sometimes the answer isn’t us.
Priced per employee or as a percent of payroll. Get a real quote.
Year one all in, based on senior HR pay (the median to 75th percentile for HR managers, U.S. Bureau of Labor Statistics, May 2025), once benefits, payroll tax and a recruiting fee are counted, plus 60 to 90 days to hire them.
Often a 3 to 6 month minimum.
Start with a project from $2,500, like a People Audit or handbook. Or go monthly, sized by hours. We share monthly pricing on a free 20-minute HR check.
A full review of your HR basics.
$2,500one time
10 business days · written report
Your core HR documents, built once.
$3,500 to $7,500one time
about 15 business days · yours to keep
Pick by how close you want us: HR on call, steady monthly help, in your weekly leadership meeting, or your part-time HR leader.
5hrs/wk
up to 5 hrs/wk · on call
10hrs/wk
up to 10 hrs/wk · monthly check-in
20hrs/wk
up to 20 hrs/wk · weekly in your leadership meeting
24hrs/wk
up to 24 hrs/wk · weekly in your leadership meeting
Not sure which fits? We’ll tell you on the free check, even if it’s “not yet.”
Pricing shared on your free 20-minute HR check. 3-month minimum, then month to month with 30 days’ notice. Under 15 people? Start with the People Audit or a $2,500 handbook. Recruiting is separate: see Flat-fee Search.
“[S]mall and medium-sized organizations often struggle to access and afford the senior talent necessary for driving growth.”
Most growing companies will want their own full-time People leader one day. The Bridge gets you there without starting over. Work with us monthly now. When you are ready, we hire that person for you at half our flat fee and hand over everything we built.
We run your HR on a monthly plan and build the handbook, hiring process and policies as we go. It all lives in your drive.
When you are ready, we run the search for your first full-time People leader at half the flat fee for the role: $2,500 to $4,500 for roles under $150,000, and $6,000 for roles paying $150,000 or more.
Your new hire starts with a working HR function, every document we built and a written handover plan, not a blank page.
Who it is for: Companies that need senior HR help now and expect to hire a full-time HR lead within the next year or two.
Half-price search applies to your first full-time People leader while you are on a monthly plan. Terms are in your scope of work.
It is the only plan we offer that is designed to make us unnecessary.
Not a strategy deck. Documents your managers actually open. Everything is written for your company, in your language, and it is yours to edit forever.
Timeline is about 15 business days once scope is locked, and scope gets locked on the free 20-minute HR check, not after three weeks of discovery.
Named work, scoped in advance to your tier’s hours. Here is the typical shape of a month, not a promise of availability.
On call on Essentials, a monthly check-in on Core, and weekly in your leadership meeting on Embedded and Head of People. Response times set by your tier.
Whatever is live. A comp question, a performance conversation a manager is avoiding, an offer that needs structuring, a policy that just hit its first real test.
Direct time with your managers, not just you. Walking them through the conversation rather than having it for them, which is the only version that survives us stepping back.
The next piece of the system. An onboarding gap, a policy that needs updating, or a comp band or review cycle on Core and up. One thing finished, not five started.
Where hiring stands, what’s next, and what you can stop paying us for.
These are results from our team’s in-house roles before DMD Fractional, not DMD client engagements. The companies are not named.
The problem: A growing company had no HR function and was about to grow fast.
What we did: Deven Downey built HR from the ground up. The handbook, payroll, onboarding and compliance basics were in place, then he scaled the function as the company grew.
The result: Turnover fell from 40% to 10%.
If this sounds like you: If HR still lands on a founder at night, Foundations builds the basics so it stops landing on you.
The problem: A growing company was filling roles through outside recruiting agencies and paying a percentage fee on every hire.
What we did: Deven Downey moved hiring in-house and ran it directly, making more than 100 hires without agency fees.
The result: $1.5M in agency fees saved across 100+ hires.
If this sounds like you: If an agency takes a percentage of salary on every hire, one flat fee per role keeps that money in your budget.
Twenty minutes. What’s stuck, what to fix first, and whether we fit.
Book a free 20-minute HR checkPrefer email? deven@dmdsolutions.co
