Fractional HR · Recruiting · Staffing

People practices with roots strong enough to grow on.

Rooted Workforce brings experienced HR leadership and full-cycle recruiting to growing organizations. The support is hands-on and practical, sized to what you actually need, and comes without unnecessary corporate structure.

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  • Over a decade in HR, recruiting & staffing
  • Enterprise teams to 150-person workforces
  • Colorado-based, serving clients nationwide
A young tree in the mountains whose roots connect a network of people

Services

Experienced HR and recruiting support, sized to your organization.

Start where the need is most urgent, whether that’s a critical hire, an employee issue, or a system rollout, and build the practices that let your team keep growing.

  • Fractional HR Leadership

    A dedicated HR point of contact who knows your people and your business, without the cost of a full-time hire.

    • Employee relations, workplace complaints & investigations support
    • Handbook, policy & SOP development
    • Manager coaching and documentation guidance
    • HR compliance support, with legal matters referred to counsel

  • Recruiting & Talent Acquisition

    Full-cycle recruiting that keeps critical hiring moving and brings in people who stay.

    • Hiring-manager intake and role definition
    • Candidate-facing job ads that actually attract applicants
    • Sourcing, screening, and interview coordination
    • Interview guides, scorecards & offer support

  • Staffing & Workforce Planning

    The right people, at the right time, in the right roles, planned ahead rather than scrambled for.

    • Workforce and headcount planning
    • Seasonal, field & distributed workforces
    • Talent pipelines for anticipated needs
    • Staffing agency & vendor management

  • Onboarding & Employee Experience

    A first 90 days that sets new hires up to succeed, and an exit process that tells you why people leave.

    • Onboarding with clear owners, timelines & check-ins
    • Practical 30/60/90-day expectations
    • Consistent offboarding and exit interviews
    • Engagement and culture-building activities

  • Performance & Development

    Simple frameworks that make performance and growth conversations easier for managers and employees.

    • Check-in frameworks for field and office teams
    • Manager tools for development conversations
    • Learning & development platforms and tracking
    • Role clarity and job descriptions that scale

  • HR Systems, Metrics & Transitions

    HR technology and data that work for your team, and system changes your employees can actually navigate.

    • HRIS & ATS implementation and optimization
    • Payroll/HRIS transitions from the employee side
    • Recruiting dashboards: time-to-fill, source of hire, spend
    • Change management and employee communication

Is fractional right for you?

When you need experience, not another full‑time headcount.

Fractional support works best for organizations that have outgrown doing HR on the side but aren’t ready, or don’t need, a full-time HR department.

Talk through your situation

  1. You’re growing past founder-led HR

    Leaders are carrying hiring, employee questions, and policy decisions on top of their day jobs.

  2. Hiring is outpacing your process

    Critical roles sit open, candidates slip away, and nobody owns the recruiting pipeline end to end.

  3. You’re between HR hires

    You need experienced coverage now and a clear view of what your long-term HR model should be.

  4. A big change is coming

    A new HRIS or payroll system, a reorganization, or rapid expansion that your people need to be guided through.

  5. Your workforce is seasonal, field-based, or distributed

    Onboarding, communication, and consistency get harder when your team isn’t all in one place.

  6. You want structure without bureaucracy

    You need handbooks, SOPs, and processes that people actually use, not a binder on a shelf.

The approach

Grow in the right order.

Every engagement follows a simple 90-day path: learn before changing, fix what matters most, then invest where the return is greatest.

  1. First 30 days

    Take root

    Learn and stabilize

    Get to know your business, leaders, and employees. Take ownership of urgent hiring and open issues, and review your systems, onboarding, and documentation before changing anything.

  2. Days 30–60

    Build structure

    Standardize what matters

    Strengthen the areas where friction is real: recruiting workflow, candidate communication, onboarding, role clarity, and employee check-ins.

  3. Days 60–90

    Grow

    Prioritize for ROI

    Recommend the two or three HR initiatives with the strongest expected impact on hiring, retention, accountability, and growth, plus a clear view of your long-term HR model.

  • Practical over bureaucratic

    Usable processes and documentation, sized to your organization.

  • Measured by outcomes

    Priorities are chosen by business impact, with simple metrics that show ROI.

  • People-first, risk-aware

    Employees are treated with care while issues are documented and handled correctly.

  • Built to hand off

    Systems a future in-house HR person can pick up and run with.

Working together

A partnership that fits how your business runs.

  • Scoped to your needs

    Each engagement starts with a written scope of work and a monthly hours range matched to your recruiting volume and priorities, adjusted as needs change.

  • Remote-first, onsite when it matters

    Most work happens remotely. In-person visits are planned around the moments that benefit from them, such as system rollouts, interviews, team events, and training.

  • Clear, steady communication

    Weekly written updates on hours, progress, and what’s next, so leaders stay informed without being pulled into the day-to-day details.

  • Flexible commitment

    Engagements typically begin with an initial 90-day period and continue for as long as they deliver value.

Amy Beth Andrews, smiling outdoors on a sunny day
Grand County, Colorado

Meet your HR partner

Hi, I’m Amy Beth.

I’m an HR and talent acquisition professional who has worked every side of hiring and people operations: in staffing and consulting firms, embedded with engineering and business teams, and as a hands-on fractional HR leader.

I’ve recruited for enterprise technology and healthcare clients, guided employees and leaders through restructuring and system transitions, and built the handbooks, SOPs, training, and onboarding that help a 150-person seasonal workforce run smoothly. I also own two other small businesses in Grand County, so I know what it’s like to wear every hat.

I started Rooted Workforce because I believe people do their best work when they feel supported, clear, and connected, and good HR should make that easier, not harder. My goal with every client is to step in quickly, take real work off leaders’ plates, and leave behind practices that last.

15
concurrent requisitions managed across enterprise consulting accounts
143%
of annual placement & retention goals in agency staffing
150+
employee seasonal & year-round workforce supported as fractional HR

Career path

  1. 2025–2026Fractional HR Operations & Recruitment ManagerResort & hospitality, Colorado
  2. 2022–2025Recruiter & HR Business PartnerCapgemini | Sogeti
  3. 2021–2022HRBP & Delivery Transition ConsultantCapgemini / Millennium Software
  4. 2020HR Recruiter & HR Business PartnerEntercom / Audacy
  5. 2016–2019Director of Business DevelopmentVeriCour (staffing & consulting)
  6. 2011–2012Director of Business DevelopmentCapgemini | Sogeti

Industries

  • Technology & IT consulting
  • Healthcare & life sciences
  • Media & digital
  • Hospitality, resort & seasonal
  • Skilled trades & field services
  • Enterprise & professional services

Systems & tools

  • ADP
  • Paylocity
  • Workday
  • PeopleSoft
  • Gusto
  • Bullhorn
  • Avature
  • Airtable
  • Smartsheet
  • Microsoft 365
  • Recruiting dashboards
  • AI & prompt engineering

Education & training

  • B.S., Human & Consumer Sciences, Ohio University
  • SHRM-CP certification in progress
  • Training: Change Management, HR Management, Agile Foundations, ITIL 4
  • AIRS/ADP Technical Recruiter training
  • Generative AI for Productivity

Community

  • Big Brothers Big Sisters of Colorado: mentor since 2009 and former Associate Board member
  • Volunteer & advocate for mental health, recovery, and wellness community support
  • Volunteer with local arts, early-learning, and school programs in Grand County

FAQ

Questions leaders usually ask first.

Don’t see yours? Ask directly and you’ll get a straight answer.

What is fractional HR?

Fractional HR gives you an experienced HR leader on a part-time, ongoing basis. You get senior-level judgment and hands-on execution sized to what your organization needs, without the cost and commitment of a full-time hire.

Can you help with just recruiting, or just HR?

Yes. Engagements can focus on recruiting, on HR operations and employee relations, or on both. Many organizations start with urgent hiring and add HR infrastructure as priorities become clear.

Do you work remotely? Where are your clients?

Work is primarily remote, so clients can be anywhere in the U.S. Onsite visits are scheduled when an in-person presence adds real value, and travel is always agreed on in advance.

Will you work in our existing HR systems?

Yes. Amy Beth has hands-on experience with ADP, Paylocity, Workday, PeopleSoft, Gusto, Bullhorn, Avature, and Airtable, and can also help you evaluate, implement, or transition to a new system.

Do you provide legal advice?

No. Rooted Workforce provides guidance on HR practices, documentation, and process. Specialized legal, tax, payroll, or prevailing-wage questions are referred to employment counsel or the appropriate expert.

How is sensitive information handled?

Employee, candidate, compensation, and business information is kept confidential and used only to deliver services to your organization.

How do we get started?

Start with a conversation about your team and what’s on your plate. From there you’ll receive a written scope of work outlining services, expected hours, the working model, and a plan for the first 90 days.

Let’s talk

Tell me what’s on your team’s plate.

Share a little about your organization, what you’re hiring for, or the HR challenges you’re facing. I’ll follow up to set up a conversation, with no pressure and no obligation.

Email Amy Beth (720) 984-6778