Most HR consultants make you sit through a sales call to hear a number. Here is how our pricing actually works: published retainer levels, fixed-fee projects quoted before work begins, and hourly support for defined situations.
HR consulting in Texas is typically priced three ways: monthly advisory retainers, fixed-fee projects, and hourly support. Faulkner HR Solutions publishes its retainer pricing openly: each level is priced per active W-2 employee per month with a published monthly minimum, from $20 per employee ($1,000 minimum) for advisory access to $110 per employee ($4,500 minimum) for fractional HR executive support. At 50 employees the levels run $1,000 to $5,500 per month. Projects such as handbook rebuilds and HR audits are quoted as fixed fees after a scoping call, so you know the investment before work begins.
Ongoing senior HR judgment priced per active W-2 employee per month, with a published monthly minimum at every level. Your fee is the rate times headcount or the minimum, whichever is greater. No surprise invoices.
Responsive advisory support for employers who need a senior HR resource on call for questions, document reviews, and decision checks before they act. At 50 employees: $1,000 per month. Typical fit: up to 49 employees.
Priority advisory access plus a standing monthly rhythm: open-issue reviews, documentation standards, and supervisor coaching on live situations. At 50 employees: $2,000 per month, about $9.23 per employee per week. Typical fit: 25–87 employees.
Deeper involvement in people systems: policy upkeep, employee relations handling, compliance oversight, and leadership support across the year. At 50 employees: $3,500 per month. Typical fit: 40–120 employees.
A senior HR leader who owns the HR function part time: strategy, systems, escalations, and accountability, without the six-figure hire. At 50 employees: $5,500 per month. Typical fit: 60–150 employees.
Custom-scoped embedded support for organizations with complex, multi-site, public sector, or high-volume employee relations needs. Flat-priced by scope rather than headcount.
Every retainer level uses one formula: the published per-employee rate times your active W-2 headcount, or the level's monthly minimum, whichever is greater. Below the minimum threshold, smaller organizations pay a higher effective per-employee rate. Above each level's typical fit range, pricing stops and a fit review begins, so you are never charged more for a narrower scope. Headcount is confirmed at signing and reviewed quarterly.
Defined deliverables, quoted after a short scoping call, so the number is known before the work starts.
Pricing depends on headcount, industry complexity, and how much of your current handbook is salvageable. Includes policy decisions made with you, not templated at you. Learn more.
Scope scales with headcount, locations, and risk areas: classifications, I-9s, records, pay practices, and policies. You receive findings ranked by exposure with a practical fix order. Learn more.
Quoted per matter based on allegations, witnesses, and locations, as a fixed fee or capped hourly estimate. Learn more.
Focused review of exempt status, pay practices, and compression risk, sized to your roster.
For defined single situations: a termination review, a difficult conversation, a policy question with a deadline.
You describe the situation, we quote an estimate up front, and we cap it. Single-situation support frequently converts to a retainer once employers see how much cheaper early advice is than late cleanup, but there is no obligation to continue.
Unpublished pricing usually means pricing by what the client will tolerate. Published ranges force the conversation to start with scope and value instead of negotiation, which is better for both sides.
Headcount, number of locations, the state of your current documentation, public sector or grant compliance layers, and urgency. A handbook rebuild for a 15-person shop with decent bones costs less than one for a 90-person multi-site operation starting from a template.
For any organization with recurring people issues, yes. Retainers price predictability: you call early and often because the meter is not running, which is exactly the behavior that prevents expensive problems.
An experienced HR manager in Texas typically costs six figures with benefits. A senior fractional consultant priced per employee per month — $1,000 to $5,500 monthly for a typical 50-employee organization depending on the level — delivers director-level judgment at a fraction of that, which is why most organizations under 150 employees start there.
No. The first 30-minute consult is free, and it ends with a straight recommendation whether or not we work together.
Book a no-cost 30-minute consult. Describe your situation, get a straight recommendation and a clear quote, and decide with real numbers in front of you.
Not ready for a call? Take the free HR System Risk Diagnostic.