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HR Manager (Fractional / Part-time)

April 29, 2026

The Client HR Manager serves as a strategic and operational HR partner to multiple nonprofit and for-profit clients, primarily in the Washington, D.C. metro area, with some multi-state support. This client-facing role is responsible for delivering high-quality, compliant, and practical HR solutions across a variety of organizations, industries, and growth stages.

This position requires a well-rounded HR professional who can independently manage diverse client needs, ranging from day-to-day HR operations to more complex employee relations and compliance matters. The role is virtual, reports to the Chief Operating Officer, and averages approximately 10 hours per month with the opportunity for additional hours based on client demand.

Essential Functions

Partner with the COO to assess and support the human resource needs of multiple clients across nonprofit and for-profit sectors

Provide guidance on federal, state, and local employment laws, ensuring client compliance across multiple jurisdictions

Manage full-cycle talent acquisition when needed, including drafting job descriptions, sourcing, interviewing, and hiring support

Support employee relations matters, including performance concerns, disciplinary actions, and development of Performance Improvement Plans (PIPs)

Conduct HR audits and assess internal processes, policies, and procedures; provide actionable recommendations for improvement

Advise clients on compensation structures, including conducting salary benchmarking and presenting findings

Administer and support employee benefits, including open enrollment processes

Develop and update employee handbooks and HR policies aligned with best practices and organizational values

Contribute HR thought leadership through blog topics and content ideas for marketing initiatives

Support special projects and emerging client needs as assigned

Core Competencies

HR Generalist Expertise: Strong working knowledge across all major HR functions, including employee relations, compliance, talent acquisition, and benefits

Client Management: Ability to build trust, manage expectations, and deliver high-quality service across multiple clients simultaneously

Regulatory Knowledge: Deep understanding of multi-state employment laws, including complex jurisdictions such as California and New York

Problem Solving & Judgment: Ability to navigate sensitive situations with discretion and provide practical, risk-aware recommendations

Communication Skills: Clear, professional communication with both internal leadership and client stakeholders

Adaptability: Comfortable shifting between clients, industries, and priorities in a dynamic work environment

Project & Time Management: Highly organized with the ability to manage competing priorities independently

What Success Looks Like in This Role

Clients view you as a trusted HR advisor and proactively seek your guidance

HR issues are addressed efficiently, with minimal escalation and strong compliance adherence

Client HR processes and policies become more structured, consistent, and effective over time

You are able to seamlessly manage multiple clients without sacrificing quality or responsiveness

You anticipate client needs and offer proactive solutions, rather than reacting to issues as they arise

Internal leadership can rely on you to represent the company professionally and uphold service standards

Position Characteristics

Client-Facing: Regular interaction with multiple clients across different industries and organizational cultures

Fractional & Flexible: Workload may vary month-to-month based on client needs, with opportunities for additional hours

Autonomous: Requires a self-starter who can operate independently with minimal oversight

Dynamic Environment: Exposure to a wide range of HR scenarios, requiring adaptability and breadth of knowledge

Strategic & Tactical Blend: Involves both high-level advising and hands-on execution

Preferred Education and Experience

Minimum of 5 years of progressive human resources experience

Experience working across nonprofit and for-profit organizations, ideally in a client services or consulting capacity

Experience in unionized environments and/or labor relations strongly preferred

Background in retail or similarly fast-paced, high-turnover environments is a plus

Demonstrated experience supporting employees in multiple states, including California and New York

SHRM-CP, SHRM-SCP, or equivalent certification required (with ongoing continuing education)

Bachelor’s degree in Human Resources or related field preferred

Experience with Google Workspace preferred

Proven ability to manage multiple clients or projects simultaneously with strong attention to detail

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...