Fractional CHRO expertise built on compliance, data and responsible AI. SHRM-CP | Master's in HR Management
Fractional CHRO expertise built on compliance, data and responsible AI. SHRM-CP | Master's in HR Management
Elevate HR Partners delivers modular, CHRO-level HR services for small and growing companies. Activate the support you need, from compliance to recruiting, compensation, benefits and performance, and adjust anytime. From defense contractors navigating CMMC to teams adopting AI, we build HR that scales with you.
Founded in 2021 by Jenny Rosenberg, SHRM-CP, Elevate HR Partners provides Human Resources as a Service (HRaaS). Jenny holds a Master's degree in Human Resources Management and brings 20 years of HR leadership with large, global enterprise companies. Today she also serves as fractional Head of HR for a Colorado-based defense contractor. We get to know our clients and support them as they grow, building the HR infrastructure a company needs to scale while staying compliant, and helping teams adopt AI responsibly. Based in Denver, serving clients across multiple states.
HR Compliance & Risk Management safeguards the company by ensuring adherence to employment laws, developing policies, conducting audits, managing employee data, training staff, and proactively identifying and mitigating HR-related risks (such as data privacy and fair hiring) to prevent legal issues and fines. It also fosters a trustworthy, ethical workplace culture and often collaborates with Legal. Key duties include policy updates, audits, risk assessments, record management, training, and reporting to leadership.
Policy & Procedure Management
Develop, implement, and maintain HR policies, procedures, and handbooks, ensuring alignment with federal, state, and local laws (e.g., labor and data privacy).
Audits & Assessments
Lead HR compliance audits, risk assessments, and internal control reviews; identify gaps and develop remediation plans.
Training & Development
Create and deliver training programs for employees and managers on compliance, ethics, and best practices.
Data & Recordkeeping
Oversee the accuracy and security of employee records, including I-9s, background checks, and related documentation.
Risk Mitigation
Proactively identify HR risks (e.g., unfair practices, data breaches) and develop solutions.
Reporting
Prepare reports for leadership and liaise with external auditors or regulators.
Investigations
Investigate and resolve HR compliance-related complaints or issues.
AI Governance & Policy
Develop AI acceptable-use policies, assess AI tools used in hiring and people decisions for bias and legal risk, and prepare your organization for emerging state AI regulations.
Strategic sourcing, attracting, assessing, and hiring qualified candidates to meet an organization's current and future workforce needs, focusing on end-to-end recruitment, building talent pipelines, enhancing employer branding, and ensuring a positive candidate experience while aligning with business goals. Key duties include partnering with hiring managers, managing applicant tracking systems (ATS), running recruitment campaigns, conducting interviews, extending offers, and maintaining strong relationships with candidates.
Strategy & Planning
Develop and implement effective talent acquisition strategies, forecast hiring needs, and build employer branding.
Sourcing & Attraction
Identify, attract, and engage top talent through job boards, social media, career fairs, and networking.
Screening & Selection
Review applications, conduct interviews (phone, video, in-person), assess qualifications, and coordinate with hiring managers.
Candidate Management
Manage the entire candidate lifecycle, from initial contact to onboarding, ensuring a positive experience.
Stakeholder Collaboration
Partner closely with hiring managers and leadership to understand needs and refine recruitment processes.
Data & Compliance
Maintain accurate records in ATS, report on recruitment metrics, and ensure compliance with hiring laws.
Offer & Onboarding
Negotiate job offers and assist with new hire paperwork and integration.
HR Analytics turns your people data into business decisions. We build dashboards and workforce metrics that show what is really happening across your organization, and use AI-assisted analysis to spot trends early.
Workforce Dashboards
Track headcount, turnover, time-to-fill, engagement and labor costs in one place.
Pay Equity Analysis
Identify and correct pay gaps to reduce risk and support pay transparency requirements.
Turnover & Retention Insights
Pinpoint where and why people leave, and what it costs you.
Workforce Planning
Forecast hiring needs and build headcount plans tied to business goals.
Compensation & Total Rewards involves designing, implementing, and managing programs (salary, bonuses, benefits, recognition, work-life) to attract, retain, and motivate talent, ensuring competitiveness, compliance, and alignment with business goals using data analytics and market trends. Key duties include conducting market research, conducting job evaluations, managing budgets, leading annual reviews (merit cycles), and communicating complex reward structures to employees and leaders.
Strategy & Design
Develop competitive total rewards philosophies, structures (base pay, incentives, equity), and policies.
Program Management
Oversee benefits (health, retirement), recognition, and wellness programs, handling administration and compliance (FMLA, ADA).
Data & Analytics
Use HR analytics and technology to evaluate program effectiveness, forecast trends, and drive decisions.
Leadership & Communication
Partner with senior leadership, educate employees, and manage team members, ensuring clear communication of complex packages.
Compliance
Ensure adherence to all relevant federal, state, and local regulations.
Benefits & Leave Administration gives your employees a competitive, compliant benefits package without the administrative burden. We design programs that fit your budget and manage the details year-round.
Benefits Strategy & Broker RFPs
Run broker and carrier RFPs, benchmark plans and negotiate renewals.
Open Enrollment & Administration
Plan and run open enrollment, employee communications and benefits onboarding.
Retirement Plans
Set up and maintain retirement plan policies, including SEP IRA and 401(k) programs.
Leave Management
Administer FMLA, ADA accommodations and state paid leave programs such as Colorado FAMLI.
HR Operations & Infrastructure builds the foundation your company needs to scale. Whether you are a start-up hiring your first employees or a growing company outgrowing spreadsheets, we put the right systems, processes and documentation in place.
HR Infrastructure Build-Out
Employee handbooks, policies, SOPs, job descriptions and org charts.
HRIS & Technology Selection
Select and implement HRIS, payroll and applicant tracking systems, and automate workflows with AI-enabled tools.
Onboarding & Offboarding
Consistent, compliant processes that give every employee a strong start and a clean exit.
Organizational Design
Structure teams, roles and reporting lines to support growth.
Leadership & Development equips your managers to lead, coach and grow their teams. Great managers are the single biggest driver of engagement and retention, and we help you build them.
Managers as Coaches
Manager training programs that build coaching, feedback and communication skills.
Leadership Assessments
Behavioral and leadership assessments such as Everything DiSC to help leaders understand themselves and their teams.
Executive & Leadership Coaching
One-on-one coaching for new and experienced leaders.
Development Plans
Individual development plans and learning paths that connect growth to business goals.
Employee Relations handles workplace issues, ensuring fair treatment, policy compliance, and a positive culture by investigating misconduct, mediating disputes, coaching managers on performance, developing policies, and managing disciplinary processes, thereby bridging management and employees while aligning with legal standards and business goals.
Employee Relations
Investigate complaints (harassment, misconduct, EEO), mediate conflicts, manage grievances, provide counseling, and ensure the fair application of policies.
Policy & Compliance
Develop, revise, and implement HR policies; ensure compliance with labor laws (FLSA, ADA, etc.); and maintain confidentiality.
Training & Development
Train managers in conflict resolution, performance coaching, and policy adherence; identify training needs.
Proactive Culture
Identify trends, advise leadership on risks, enhance engagement, and foster a positive, inclusive workplace.
Talent Management, Engagement & Retention keeps your best people growing with you. We help you understand what drives your employees and build programs that reduce turnover and strengthen your culture.
Engagement Surveys & Action Plans
Measure engagement and turn feedback into focused, practical action.
Retention Strategy
Stay interviews, exit analysis and targeted programs to keep key talent.
Succession Planning
Identify high-potential employees and build a bench for critical roles.
Employee Experience
Recognition, career paths and a culture where people want to stay.
Performance Management creates a clear, fair process that inspires employees to engage and excel, and gives managers the tools to have meaningful conversations all year long.
Review Cycle Design
Annual and mid-year review programs, forms and calibration processes.
Goal Setting
Align individual goals and OKRs with company priorities.
Feedback & Coaching
Train managers and employees to give and receive feedback effectively.
Performance Improvement
Well-documented performance improvement plans that are fair and legally sound.