Fractional Employee Relations Executive

Senior employee relations leadership — without the full-time hire.

Mack Employee Relations Group gives organizations executive-level ER capability on a fractional basis: independent workplace investigations, labor relations advisory, compliance, and manager training, led by a SHRM-SCP practitioner.

Employee-relations risk, handled correctly, defensibly, and quietly — before a complaint becomes a claim, a grievance, or a headline.

Call 702.704.4320 Email info@mackerg.com

Founder-led SHRM-SCP Independent & impartial Confidential

Who this is for

HR executives

A senior ER partner for the matters that carry the most risk — without adding a senior headcount.

General counsel

An independent investigator whose process and documentation hold up — including investigations run at counsel's direction.

Owners & operators

Organizations that have outgrown informal handling of complaints and have no dedicated ER function of their own.

Services

Focused on employee relations — not generalist HR.

Employee relations is the work that carries legal, cultural, and reputational risk. It is all this practice does, and it is done to an executive standard.

Workplace Investigations

Credible findings that leadership — and counsel — can rely on.

Independent, impartial investigations of misconduct, harassment, discrimination, and policy violations, run as a defined-scope engagement: prompt start, impartial process, documented findings. When a complaint involves senior staff, or when internal handling would raise questions about objectivity, an outside investigator protects both the process and the organization.

Complaint intake and scope definition
Witness interviews and evidence review
Written findings, delivered to you or your counsel

Labor Relations Advisory

Fewer surprises in grievances and labor questions — and a steadier workplace climate.

Senior counsel on the employer–employee relationship: union and non-union environments, grievance handling, and the day-to-day decisions that shape how a workforce experiences management.

Grievance and dispute guidance
Supervisor practice in union settings
Workplace climate and risk assessment

ER Compliance

Policies and documentation that hold up when a complaint tests them.

The policies and documentation that hold up under scrutiny. Review and alignment of handbooks, workplace policies, and ER practice with the regulations that govern them — before a complaint tests them.

Handbook and policy review
Discipline and termination documentation standards
Regulatory alignment for ER processes

Manager Training

Managers who handle issues early and consistently — so small problems stay small.

Most ER problems are won or lost at the supervisor level. Practical coaching for managers on documentation, difficult conversations, and consistent day-to-day practice — the habits that prevent complaints from becoming cases.

Documentation that holds up
Difficult and corrective conversations
Consistent, defensible ER practice

When Organizations Call

The moments ER capability matters most.

A serious allegation has landed

Harassment, discrimination, or misconduct claims need a prompt, impartial response — especially when the accused is senior, or HR is too close to the situation. An independent investigation takes it off your desk and handles it credibly.

Investigations are stacking up

Open complaints and cases your team can't clear without dropping everything else. Defined-scope investigations close them out — one documented finding at a time.

Labor questions you can't afford to get wrong

Grievances, union-environment questions, or day-to-day practice that could become a formal dispute. Senior labor-relations guidance, before a small issue grows.

Policies that may not hold up

A handbook and ER processes that haven't been tested — or were written for a smaller organization. Reviewed and aligned now, instead of by the complaint that tests them.

Managers are creating exposure

Inconsistent documentation and uneven handling of conduct and performance. Coaching that fixes the habits before the next complaint, not after it.

Not sure whether it fits?

If it's an employee-relations matter, it very likely does. Start with a confidential conversation — no obligation.

Call 702.704.4320 Email info@mackerg.com

A specialist practice, led by its founder.

Mack Employee Relations Group was founded on a straightforward observation: many organizations need executive-level employee relations judgment, but not often enough to justify a full-time senior ER hire. The fractional model closes that gap — senior capability, available when the work demands it.

Every engagement is led personally by Rickie Mack, SHRM-SCP. There is no handoff to junior staff: the person you scope the work with is the person who interviews witnesses, reviews your policies, and coaches your managers.

Independence

Investigations are conducted impartially and findings follow the evidence. This practice investigates and reports — discipline decisions remain yours.

Works with your counsel

Engagements are structured to complement your legal advisors, not compete with them — including investigations conducted at counsel's direction.

Confidentiality

ER work is sensitive by definition. Matters are handled discreetly, with documentation prepared to a standard that withstands review.

Plain language

Findings and recommendations are written for the executives and owners who have to act on them — clear, direct, and free of HR jargon.

How Engagement Works

Three ways to engage — matched to the work.

Engagements are scoped to the need: a standing fractional presence, a defined project, or ongoing advisory on retainer. Formal investigations are scoped and priced as discrete projects, separate from advisory arrangements.

Ongoing

Fractional ER Executive

A set number of days per week or month embedded in your organization: ER strategy, case oversight, and senior counsel to your HR team and leadership — executive capability at a fraction of a full-time hire.

Advisory

ER Retainer

On-call access for the questions that can't wait: complaint triage, pre-termination risk review, and guidance on live ER matters as they arise — with predictable monthly cost.

Project

Project Engagements

Defined scope, defined deliverable: a workplace investigation, a handbook or policy overhaul, or a manager training series. Scoped and quoted before work begins.

STEP 1

A confidential conversation

One call or email to talk through the situation — a live matter, a capability gap, or a concern you want assessed. No obligation, and nothing leaves the conversation.

Call 702.704.4320 Email info@mackerg.com

STEP 2

Scope and terms

You receive a written scope: what will be done, the deliverable, the timeline, and the fee structure — agreed before any work starts.

STEP 3

The work, and the handoff

The engagement is carried out directly by the founder, and closes with findings and recommendations you can act on immediately.

Start with a conversation.

If you are facing a complaint that needs an independent investigation, an ER matter you want a senior second opinion on, or a capability gap you would rather fill fractionally — get in touch. Initial conversations are confidential.

info@mackerg.com

The fastest way to reach the practice. Describe the matter in general terms — details can wait for a confidential call.

Phone

702.704.4320

For time-sensitive matters — a complaint that has just landed, a termination decision that needs review today.