Integrated HR Support: We Become Your HR Department

When you’re growing a business, HR has a way of creeping into every corner of your day:

- A performance issue that’s getting tricky

- A new hire who needs onboarding… yesterday

- A manager unsure what they can and can’t say

- Policy questions you’d rather not “just Google”

You know you need strong HR, but building a full in-house team is expensive and time-consuming. That’s where integrated HR support comes in.

At Stoppler Hughes, we don’t just answer HR questions from a distance. We become your HR department—embedded in your business, aligned with your culture, and accountable for real results.

What Is Integrated HR Support?

Integrated HR support is more than basic HR outsourcing or one-off consulting. It’s an ongoing partnership where we act as your full-service HR department, not just a helpline.

Instead of:

- A patchwork of templates, random advice, and one-off consultants

- Relying on managers to “figure it out”

- Hiring a single HR generalist who has to do everything

You get a fractional HR team that operates like an in-house function:

- Strategic HR leadership

- Day-to-day HR operations

- HR compliance and documentation

- Manager coaching and employee support

We plug into your systems, your leadership meetings, and your day-to-day operations so HR becomes consistent, proactive, and aligned with your business goals.

“We Become Your HR Department” – What That Actually Looks Like

1. A Dedicated HR Team, Not a Generic Helpdesk

You’re not calling into an anonymous call center. You work with a dedicated HR partner or team that learns your:

- Business model and goals

- Org structure

- Policies and contracts

- Culture and values

So when something comes up, you get advice that’s grounded in your reality, not generic theory.

2. Embedded in Your Business Rhythm

We operate on the same cadence as an internal HR department:

- Regular check-ins with leadership

- Participation in strategy conversations where people decisions matter

- Support for managers before issues escalate

HR stops being “something we deal with when something breaks” and becomes part of how you run the business.

3. Accessible to Your Leaders (and Often Your Employees)

Depending on your needs, we can:

- Be the go-to HR contact for your managers

- Support employees with HR questions and concerns

- Train leaders on how to handle day-to-day people issues

Your team knows: “For HR, we go to Stoppler Hughes”—just like they would walk down the hall to HR in a larger company.

Why Growing Organizations Choose Integrated HR Support

Reduce Risk and Stay Compliant

We help you navigate:

- Employment standards and labour laws

- Contracts, policies, and handbooks

- Terminations and restructurings

- Workplace investigations

You avoid unnecessary legal and reputational risk because issues are handled properly, with clear HR processes behind them.

Control Costs While Expanding Capability

Hiring an internal HR leader plus coordinators, benefits specialists, and recruiters adds up quickly.

With integrated HR support, you get HR leadership and execution rolled into a predictable monthly cost—without the overhead of multiple full-time hires.

Give Managers Real HR Support

Your managers were hired to lead teams and drive results—not to become instant HR experts.

We support them with:

- Coaching through difficult conversations

- Clear scripts and documentation

- Simple processes for performance, promotions, and discipline

They gain confidence. Your employees get consistency. You get better outcomes.

Improve the Employee Experience

Integrated HR support isn’t just about avoiding problems. It’s about building:

- Clear expectations and performance standards

- Structured onboarding and offboarding

- Fair and transparent policies

- A culture that supports engagement and retention

In a competitive talent market, your employee experience is a real advantage.

What We Handle as Your HR Department

The exact scope is tailored to your business, but integrated HR support often includes:

HR Strategy & Planning

- Aligning HR priorities with your business goals

- Workforce and succession planning

- Organization design and role clarity

- Change management during growth or restructuring

We help you move from reactive HR to a clear, proactive people strategy.

People Operations & HR Administration

- Drafting and updating offer letters and employment agreements

- Managing onboarding and offboarding

- Maintaining employee records and documentation

- Supporting your HR systems (HRIS, time tracking, etc.)

We build repeatable processes so nothing falls through the cracks.

Compliance & Risk Management

- Reviewing and updating policies and handbooks

- Ensuring your practices align with current legislation

- Advising on accommodations, leaves, and complex issues

- Supporting investigations into complaints or workplace concerns

You get peace of mind that your HR foundation is solid.

Performance, Feedback & Coaching

- Designing performance review frameworks

- Helping managers set clear goals and expectations

- Coaching leaders through feedback and performance conversations

- Creating performance improvement plans when needed

Performance management becomes something that actually happens—and actually helps.

Hiring & Recruitment Support

We’re not a recruitment agency, but as your HR department we can:

- Clarify roles and responsibilities before you hire

- Write job postings that reflect your brand and reality

- Advise on structured screening and interviews

- Support with selection and reference checks

You hire more confidently and more consistently.

Culture, Engagement & Retention

- Gathering and acting on employee feedback

- Clarifying values and behavioural expectations

- Recognition and reward frameworks

- Support with team dynamics and conflict resolution

We help you shape a culture that people want to be part of.

How an Integrated HR Partnership with Stoppler Hughes Works

1. Discovery & Assessment

We start by understanding:

- Where your business is today

- Your growth plans and challenges

- What HR looks like now (formal or informal)

- Any urgent issues or risks that need attention

From there, we outline a clear HR roadmap with priorities and quick wins.

2. Building Foundations (First 60–90 Days)

In the first few months, we focus on:

- Stabilizing any immediate issues

- Reviewing contracts, policies, and handbooks

- Mapping your HR processes—even if they’re informal

- Clarifying who does what internally

Our goal: create a reliable HR base so we can build strategically from there.

3. Ongoing Integrated HR Support

Once the basics are in place, we operate as your HR department on an ongoing basis:

- Regular check-ins with leadership

- Defined response times for HR questions

- Support for managers as issues arise

- Continuous improvement of HR programs, tools, and training

You always know who to call, how to get help, and what’s happening in your people operations.

Is Integrated HR Support Right for Your Organization?

Integrated HR support is a strong fit if:

- HR is taking more and more of your time

- You want strategic HR, not just paperwork

- You don’t have the budget (or need) for a full internal HR team

- Managers are doing their best, but they’re not HR experts

- You’d like to reduce risk and sleep better at night

- You want people decisions to fully support your business goals

If that sounds familiar, having Stoppler Hughes become your HR department may be the most effective way to level up your people practices.

Why Partner with Stoppler Hughes?

When you choose Stoppler Hughes for integrated HR support, you get:

- A true partner, not just a vendor

- Practical, business-focused HR advice

- Consistency in how HR is handled across your organization

- Clarity around policies, expectations, and processes

- Support for your leaders, so they’re never handling tough issues alone

We’re here to help you build a workplace where:

- People know what’s expected

- Managers feel supported

- HR is thoughtful, consistent, and aligned with your strategy

And you can focus on what you do best: running and growing your business.

Ready for HR That Actually Works for Your Business?

If you’re ready to stop piecing HR together and start treating it like the strategic function it is, integrated HR support might be exactly what you need.

Let’s talk about what it would look like for Stoppler Hughes to become your HR department.