Engagement Options

Fractional HR built for the way operators actually work.

Moore Consulting helps service businesses, franchise owners, and multi-unit operators build practical people systems without adding unnecessary corporate complexity.

This work is for operators who need cleaner execution, stronger manager consistency, and fewer people issues landing back on the owner’s desk. The goal is not to add more HR activity. The goal is to build simple systems leaders can use in the real pace of the business.

Ongoing Support

Tiered Advisory Retainers

Best for franchise and multi-unit operators that need ongoing people-systems support without hiring a full internal HR team.

  • Monthly cadence based on business complexity and decision volume
  • Support for HR decisions, manager issues, escalation patterns, and execution gaps
  • Clear priorities, follow-ups, and practical next steps after each meeting
  • Best when leadership needs ongoing accountability and operational HR guidance
Scoped Build

Project-Based Support

Best for a defined build such as audits, workflows, onboarding, manager tools, or people-process cleanup. Many teams start with a diagnostic before choosing the right scope.

  • Fixed scope, timeline, and deliverables
  • Clear owners and an implementation plan
  • Ideal for “we need this built” or “we need this fixed” work
  • Useful before moving into ongoing fractional HR support

Not sure which path fits?

Most engagements start by clarifying the highest-risk people-system gaps first. Some businesses need a focused project. Others need ongoing advisory support. The right scope depends on how much complexity, owner dependency, and manager inconsistency is already showing up in the business.

If managers are handling similar issues differently, if hiring and onboarding vary by location, or if leadership keeps getting pulled into decisions that should already have a clear standard, that usually means the people systems need to be tightened. The right support model depends on whether the business needs a specific build, ongoing guidance, or both.

Common reasons operators reach out

Operational Gaps

  • Managers handling similar situations differently
  • Owners pulled into routine employee issues
  • No clear escalation path for leadership teams
  • Inconsistent execution across locations or departments

Hiring & Onboarding

  • Hiring processes changing manager to manager
  • Weak onboarding leading to early turnover
  • No structured follow-up after hire
  • Missing accountability in the first 90 days

Structure & Accountability

  • Role ownership is unclear between leaders
  • People processes exist but are not consistently followed
  • Documentation and workflows need cleanup
  • Growth is outpacing operational infrastructure

Growth & Expansion

  • Adding locations faster than systems can support
  • Preparing leadership structure for growth
  • Standardizing operations before expansion or acquisition
  • Reducing dependency on tribal knowledge and workarounds

Start with a discovery call

Learn more about Colleen Moore's background and the operational approach behind Moore Consulting. Moore Consulting is based in Denver, Colorado, and works with franchise and multi-unit operators across the United States.

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