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Embedded HR · Strategic Plan

Strategic
Enterprise-Grade HR for Complex Organizations

You need a true HR Director — compensation architecture, succession planning, executive coaching, and org design — without the $200K+ salary.

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130
Avg Hrs / Month
2
Dedicated Team
Dir.
SP Experience
100–500+ employees
Typical Client Size
Strategic Plan
$8,125 / month
120–140 hrs
Embedded HR / Month
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Right Fit

Who Strategic Is Built For

100–500+ employee organizations

You need depth — compensation architecture, succession planning, org design — not just operational HR support.

PE/VC-backed companies preparing for scale

Building the people infrastructure that supports a liquidity event, rapid headcount growth, or market expansion.

Companies without a Chief People Officer

Your SP acts as a fractional HR Director, attending leadership meetings and owning the people strategy.

What's Included

Full Scope of the Strategic Plan

Your dedicated Coordinator (80% of hours) handles day-to-day execution. Your Strategy Partner (20% of hours) provides oversight, strategic guidance, and handles sensitive situations.

★
Everything in Growth, plus:
✓
Full HR Compliance Audit + FLSA Review
Comprehensive audit covering all compliance domains — employment law, classification, documentation, state-specific requirements.
✓
Compensation Analysis (up to 10 roles)
Market benchmarking and internal equity analysis for up to 10 positions.
✓
Performance Management Process Design
Full performance management architecture — goal-setting, review cadence, calibration, and rating frameworks.
✓
Succession Planning Framework
Identification of critical roles, bench assessment, and development plans for key successors.
✓
Organizational Planning Support
Headcount planning, span of control analysis, and structure design as you scale.
✓
Executive HR Strategy Sessions
Quarterly sessions with your SP and leadership team to align people strategy with business objectives.
✓
Leadership Coaching
Ongoing development coaching for your managers and directors from your SP.
✓
Annual Handbook Review + Regulatory Update
Comprehensive annual review with proactive updates for regulatory changes.
✓
Priority Response & Dedicated SP Attention
Strategic clients receive priority response times and higher SP allocation.
✓
Cross-Functional HR Project Support
SP participates in cross-functional leadership work — M&A diligence, new market entry, RIF planning.
✓
Career Pathing Framework
Defined progression paths across your key job families — retention and promotion clarity for employees.
Not included in this plan:
Recruiting (sourcing, candidate screening) — available as add-on
Benefits administration & carrier management — available as add-on
Immigration / visa support — referred to specialist partners
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Getting Started

What to Expect in Your First 6 Months

1

Discovery Call

30-minute call to assess your HR state, team size, and immediate needs.

2

HR Audit & Kickoff

Month 1: Coordinator + SP audit your docs, policies, and practices. Priorities set.

3

Build Phase

Months 2–3: Core deliverables built. Policies, templates, and workflows activated.

4

Steady State

Month 4+: Your embedded HR team runs at full capacity. Ongoing support, compliance, and advisory.

Your Team

Two People. One Seamless HR Function.

Every Strategic subscription includes a dedicated HR Coordinator for day-to-day execution and a senior Strategy Partner for oversight and expertise — working together as your HR department.

HR Coordinator

Your Day-to-Day Contact

Handles 80% of all hours — documentation, employee questions, recruiting coordination, compliance tracking, manager support. Primary point of contact for your team.

80%
of hours
POC
Primary contact
Ops
HR execution
Strategy Partner

HR Director Experience

Leads 20% of hours — strategy sessions, sensitive ER situations, compliance oversight, leadership alignment. Think fractional HR Director, without the headcount cost.

20%
of hours
Dir.
Experience
Strategy
Leadership
Common Questions

Frequently Asked Questions

How is Strategic different from hiring a Head of HR?
A senior HR Director costs $140–200K+ in salary, plus benefits, equity, and ramp time. Strategic gives you that capability at $8,125/month — plus a Coordinator handling 80% of operational work. You get breadth and depth without the fixed overhead.
What does 'Executive HR Strategy Sessions' mean in practice?
Quarterly sessions where your SP joins your leadership team to review people metrics, upcoming initiatives, and HR risks. Think of it as having your CHRO in the room for the conversations that matter.
Does the SP attend our leadership meetings?
Yes — for Strategic clients, we can attend leadership team meetings, board updates, or all-hands sessions as appropriate to your engagement.
What's included in the compliance audit?
Everything: employment law compliance, FLSA classification, contractor review, state-specific requirements, I-9 audit, document retention, leave law compliance, and pay equity indicators. You receive a comprehensive written report.
Can we engage for M&A diligence or RIF support?
Yes. Strategic clients can engage the SP on special projects — M&A HR diligence, workforce restructuring, new entity setup. These are typically scoped separately from subscription hours.

Request the Strategic Plan

Complete the form below and a StrataHR team member will reach out within one business day to confirm your subscription details and schedule your kickoff.

Strategic Plan
120–140 hrs / month embedded HR
$8,125
/ month
✅

Request Received!

Thank you for your interest in the Strategic Plan. A member of our team will reach out within one business day to confirm your details and schedule your kickoff.

In the meantime, feel free to schedule a discovery call to get started right away.

Questions Before You Commit?

Schedule a no-pressure discovery call to discuss your team's needs and confirm Strategic is the right fit.

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