Senior HR, without the full-time hire.
Kore becomes your HR function for as many days a month as the business needs: setting it up properly, running it, and handing over a system your team can keep using.
The problems we are usually called in for.
If two or more of these sound familiar, Fractional HR is the right place to start.
- HR questions land on the founder or the finance manager, who answer them case by case.
- Contracts, offer letters and policies were copied from somewhere and no longer match how the company actually works.
- Performance conversations happen only when something has already gone wrong.
- You are too big to improvise HR and too early, or too lean, for a full-time HR director.
An HR year, run on a calendar.
Fractional HR works because the important work is scheduled, not remembered. This is the rhythm Kore. sets up and runs with you.
First quarter
- Policy and handbook review
- Annual leave and attendance planning
- Contracts audit for new and renewing staff
Second quarter
- Mid-year performance reviews
- Probation reviews for new joiners
- Workforce plan check against the budget
Third quarter
- Salary bands and grading review
- Manager training on feedback and discipline
- Employee file and documentation audit
Fourth quarter
- Year-end performance reviews
- Headcount plan for next year
- HR report to the owner and leadership
People decisions stop routing back to the owner.
Scope of work.
Who it is for
- Startups hiring their first ten to fifty people
- Founder-led SMEs where people decisions still sit with the owner
- Companies between HR managers, or with a junior HR team that needs senior direction
- Businesses preparing for growth, investment or a restructure
HR setup
- HR policy manual and employee handbook
- Employment contracts and offer letters
- Employee files and documentation standards
- Leave, attendance and probation rules
People management
- Performance management system
- Employee relations and disciplinary process
- Warnings, investigations and exits handled properly
- Manager guidance on difficult conversations
Planning
- Workforce planning against the business plan
- Organisation and reporting lines
- Salary bands and grading
- HR reporting the owner can read in five minutes
What you receive.
- An HR policy manual written for your company, not a template
- Contract, offer and letter templates your team can issue themselves
- A performance review cycle with forms, timelines and manager training
- A disciplinary and grievance procedure aligned to UAE practice
- A monthly HR dashboard: headcount, turnover, open issues
- A named Kore lead who knows your business and your people
How the engagement runs.
Assess.
We review every HR document, process and open issue, and interview the people who currently carry HR.
Design.
We write the policies, templates and processes the company is missing, in the order that removes the most risk first.
Implement.
We roll them out with managers, handle live cases alongside your team and fix what does not work in practice.
Support.
We stay on as your fractional HR lead for a fixed number of days a month, or hand over to an internal hire we help you select.
What changes.
- People decisions stop routing back to the owner.
- Every employee is on a correct, current contract.
- Managers run performance conversations on a schedule, not in a crisis.
- HR risk is visible and handled before it becomes a dispute.
Three ways to engage Kore. on Fractional HR.
Paid assessment
One to three weeks
Interviews, document review and a written diagnosis: what to fix, in what order, and what it will take. It stands on its own.
Request an assessmentProject
Defined scope and dates
A restructure, a hiring campaign, an SOP library, a training academy or an automation build, delivered with your team.
Discuss a projectFractional retainer
Set days each month
Kore. runs HR, recruitment or operations alongside your people and reports to you every month.
Discuss a retainer
Questions.
What does fractional HR actually mean?
You get a senior HR professional for a defined share of their time, usually a set number of days each month, instead of hiring a full-time HR director. You pay for the expertise you need, when you need it.
How is this different from an HR outsourcing company?
Outsourcing firms usually process transactions such as payroll and visas. Kore works on the structure behind them: policies, performance, employee relations and the decisions an HR director would normally own.
Do you work with our existing HR person?
Yes. Often the best result is a junior HR officer who handles daily administration, with Kore providing the senior direction, documents and judgement around them.
How do engagements start?
With a structured paid assessment of your current HR set-up. It gives both sides a clear picture of the gaps and priorities before any scope or retainer is agreed.
