Find clear, concise answers to your key questions.
What fractional HR services does Eagles HR provide?
We offer a comprehensive fractional HR service that can deliver all aspects of HR, however we specialise in TUPE, organisational change, employee engagement, employee relations, and absence management.
What kinds of organisations do you work with?
We work with organisations that are big enough to have people challenges, but not always big enough to have a full HR team. That includes charities, SMEs, growing businesses and organisations going through change. If you employ people and want a more structured, confident approach to HR, we can usually help.
Do we need a certain number of employees to work with you?
No. We work with organisations at very different stages – from “we’re hiring our first few people” through to established teams. What matters more is what’s happening in your organisation: growth, change, people issues, or a sense that HR has become a bit “make do and mend”.
What’s the difference between fractional HR support and a one-off project?
Fractional HR support is ongoing: we act as your HR partner on a regular basis, so you have someone who gets to know your organisation, people and plans.
Project work is focused on a specific piece of work – for example TUPE, a restructure, a policy review, or tackling absence or engagement – with a clear end point.
Do you replace an internal HR person or team?
Not necessarily. Sometimes we are the HR function. In other cases, we support an existing HR person or small team with specialist areas like TUPE, change, employee relations, absence or engagement. We’re happy to work alongside your existing HR or leadership team and slot in where we add the most value.
Do you only work with organisations in a particular sector?
No. We’ve worked with organisations across different sectors, each with their own culture and challenges. Our focus is on understanding how your organisation works, what you’re trying to achieve and where the risks and pressure points are, then shaping HR support around that.
Do you only work on “big” issues, or can we come to you with smaller things?
Both. Some clients come to us with large pieces of work – a TUPE transfer, restructure, or a major absence or engagement challenge. Others just need a trusted HR brain they can call when things crop up: a tricky conversation, a grievance, a performance issue or a situation they’re not sure how to handle. We’re comfortable with both.
How do you price your work?
For ongoing fractional HR support, we usually agree a monthly retainer based on the level of support you need. For specific projects, we’ll normally suggest a fixed fee or a clear scope with an estimate, so you know where you stand. We’ll always talk openly about cost before we start, and make sure the approach feels proportionate to the size of your organisation and the work involved.
Can you work remotely, or do you need to be on-site?
We do a lot of work remotely – calls, video meetings, documentation and planning can all be done that way. For some pieces of work, especially change, TUPE or sensitive employee relations, it can help to be on-site for key meetings or sessions. We’ll agree what makes sense for you and build that into the plan.
We already have HR policies and templates – can you still help?
Yes. Many organisations come to us with a mix of historic documents and generic templates. We can review what you already have, identify gaps or risks, and shape everything into a set of policies and documents that actually fit how you operate. It’s rarely about throwing everything away; it’s about making what you’ve got work better for you.
Is your support confidential?
Yes. We treat every enquiry and situation sensitively and professionally. We’ll help you manage who needs to know what (and when), so information is handled appropriately and trust is protected.
Can you provide employment law advice?
We provide HR guidance and practical support based on good practice and process. If formal legal advice is needed (for example, settlement agreements or complex legal risk), we’ll work alongside your solicitor or signpost you to a suitable employment lawyer.
How quickly can you start?
In many cases, we can start quickly, especially where there’s a live issue that needs immediate direction. If it’s project work, we’ll agree a sensible start date and plan based on your timelines.
What does working with you look like day to day?
That depends on what you need. It might be ad-hoc advice, planned check-ins, manager coaching, support with documentation, or hands-on help running a process. We’ll agree what “good support” looks like at the start, so it’s clear and consistent.
Who will we work with?
You’ll work with an experienced HR professional who gets to know your organisation and becomes a trusted partner to your leadership team. Where specialist input is needed, we’ll tell you upfront and bring in the right support.
Do you help managers with difficult conversations?
Yes. A lot of our impact comes from helping managers feel confident and consistent — what to say, how to structure conversations, how to document, and how to follow a fair process without escalating unnecessarily.
Can you support employee engagement and culture as well as “risk”?
Yes. Strong HR isn’t just about compliance. It’s about creating the conditions for people to do their best work. We support engagement, communication, culture, and employee voice alongside the more formal HR essentials.
How do you handle data and sensitive information?
We take confidentiality and data protection seriously. We’ll handle personal data responsibly and will agree the safest way to share documents and information as part of our work together. See our Privacy policy for more information.
Can you deliver training or workshops?
Yes. We can deliver practical sessions for managers and leaders on topics like employee relations, absence, performance, handling conflict, investigations, change, and “having the right conversation”.
What if we only need help for a short period?
That’s fine. Some clients need short, focused support to get through a specific situation or project. Others prefer ongoing fractional support. We’ll recommend what’s proportionate for your organisation.
Can you support us through organisational change?
Yes. We help you plan and deliver change in a clear, people-focused way, including communication, consultation support, role changes, restructures and redundancy processes where needed. We help you in keeping things fair, consistent and well-documented.
Do you support TUPE transfers?
Yes – we love TUPE transfers! We can support you through TUPE by helping you understand your obligations, plan timelines, manage employee communication and consultation, and keep the process organised and compliant (working alongside legal support where appropriate).
Can you help with employee relations cases like grievances, disciplinaries and investigations?
Yes. We support both informal and formal route. We can come in to achieve an early resolution and manager coaching through to structured processes, investigation support and outcome documentation.
How do you measure whether your support is making a difference?
It depends on the work. For example, we’ve helped organisations reduce absence significantly by getting under the skin of what’s really going on, and we’ve supported organisations to improve engagement to top-tier levels. For each piece of work we’ll agree what “good” looks like – that might be reduced risk, less time spent firefighting, clearer processes, improved engagement scores or simply fewer sleepless nights over people issues.
How do we get started?
Usually with a conversation. We’ll talk about your organisation, what’s happening right now, what’s worrying you and what you’d like to be different. From there, we’ll suggest either a fractional HR arrangement, a specific project, or a mix of the two. There’s no obligation – it’s a chance to see if we’re a good fit for each other.