A new platform or rollout
HRIS implementation
For a rollout, define firm-wide joining, changes, exits and reporting needs before selecting configuration work.
Explore implementation →For Managing partners
Put partner time back where it belongs.
Your partners should be making firm and client decisions, not chasing new-starter forms or routine employee questions. We can help give that recurring HR work an owner.
Prefer to choose a time? See available call times ↗
The outcome for Managing partners
Keep partner attention on clients and firm decisions while routine people work has a dependable route.
What may be happening now
- Hiring bursts or seasonal peaks make onboarding inconsistent and difficult to coordinate.
- Office leaders and managers absorb HR work without clear approval boundaries.
- Routine employee questions interrupt client work because there is no agreed escalation route.
01 / Managed HR for Managing partners
Take routine HR follow-up out of partner time.
A partner should decide on hiring, compensation and sensitive matters. They should not have to chase every document, manager reminder and employee question. Managed HR can coordinate the agreed tasks around your firm’s leadership.
What that can mean in your role
- Map which requests currently reach partners, managers and the office team.
- Coordinate agreed joining, leaving and routine inquiry steps.
- Set an escalation route so partner judgment is used where it is actually needed.
02 / HRIS services for Managing partners
Give a growing firm one workable people process.
Different offices or practice teams may have developed their own ways to keep employee information and approvals moving. An HRIS project can make those workflows more consistent, provided the firm decides who owns the data and the decisions.
A live system that needs work
HRIS optimization
For a live system, prioritize the workflows that still send office leaders or partners back to email and spreadsheets.
Explore optimization →The outcome to work toward
A people system that supports the firm’s operating rhythm without forcing every exception back to a partner.
Where responsibilities land
The work FlexiHire could own. The decisions your team keeps.
Managed HR can provide a defined operating scope around your firm’s leadership. For legal teams, that may center on onboarding and access/exit handoffs; for accounting, seasonal capacity; for consulting and agencies, project starts and changing team needs.
Joining and leaving the firm
FlexiHire Talent
Coordinate agreed lifecycle checklists, documents and cross-team follow-ups.
Your team retains
Approve hiring and employment decisions, compensation and access to firm or client systems.
Manager and office coordination
FlexiHire Talent
Document routine HR processes and route employee questions to the right owner.
Your team retains
Retain professional judgment, sensitive decisions and specialist legal or regulatory advice.
Peaks and changing workloads
FlexiHire Talent
Map recurring tasks and anticipated volume changes within an agreed support scope.
Your team retains
Set staffing priorities and approve any change in capacity or engagement scope.
When the need reaches beyond the two core paths
Other ways we can support your work.
These are separate scopes when they are useful to your team. We will not assume they are included in ongoing HR or an HRIS project.
Recruitment support
Scope a search around the firm’s approved role and partner-led hiring decision.
Explore this service →Payroll support
Keep changes and cutoff communication organized while Finance and the provider retain approval and processing.
Explore this service →HR advisory & projects
Finish a manager process or people-operations project with clear partner review points.
Explore this service →The setting changes the work
How this can look in your business.
The role may be the same; the hiring rhythm, systems and approval chain may not be.
Professional services
Seasonal intake, project staffing and partner approval are exactly the conditions that make informal HR hard to sustain.
Explore this industry →Technology & infrastructure
For specialist firms with technical teams, joining and access handoffs may also need IT involved early.
Explore this industry →In practice
Example planning exercise: a seasonal intake.
List the new-starter tasks, manager approvals, system access and payroll handoffs before the intake begins. FlexiHire can coordinate agreed HR activities while the firm retains hiring decisions and access authority. Recruitment support, if needed, is scoped separately from employee onboarding.
A useful starting point
Bring the interruptions that take partners away from client work.
No email is needed to use the planning resource.
- The HR tasks currently split between partners, managers and the office team.
- Upcoming hiring peaks, project starts or changes in the way the firm is staffed.
- The decisions that must stay with partners and the specialists your firm already uses.
What the conversation can produce
Use the ownership matrix to define a proposed firm-level HR scope, retained partner decisions and an escalation route that office leaders and managers can use.
Questions from Managing partners
Questions worth asking.
Do you provide legal or profession-specific compliance advice?
Specialist legal, regulatory and employment advice remains with appropriately qualified advisers. The engagement focuses on the operational work expressly agreed.
Can the support fit our busy periods?
Discuss expected volume and timing during scoping. Capacity and any changes are agreed, rather than assuming unlimited coverage during a peak.
Will you need access to confidential client files?
Initial scoping uses business-level HR context. Access should be limited to what an agreed HR task requires; client matter files are not part of routine discovery.
Keep partner time focused
on the decisions only partners can make.
Start with your firm’s recurring HR work and a clearer ownership map.