Myhrlane

Myhrlane Fractional HR leadership for growing companies. MyHRLane is a fractional HR and human capital solutions firm based in Atlanta, GA, founded by Rae Bullard.

We give CEOs, COOs, and founders the people strategy and compliance infrastructure they need, without the cost of a full-time hire. We partner with CEOs, COOs, executive directors, and founders at small to mid-size organizations, typically 15 to 150 employees who need serious HR strategy without the overhead of a full-time department. Most growing companies hit a wall. Hiring is reactive. Complian

ce is a guessing game. Managers are promoted without training, and culture becomes an afterthought. MyHRLane exists to change that. We bring C-suite level HR thinking to organizations that are ready to stop reacting and start leading so your people strategy becomes a competitive advantage, not a liability.

Your next great leader is already on your team. They're just waiting for someone to see them. The companies that scale w...
06/05/2026

Your next great leader is already on your team. They're just waiting for someone to see them. The companies that scale without chaos don't just hire talent, they build it.

This 3-step roadmap has helped organizations cut external recruiting costs and eliminate the panic hire.

👉Step 1 — Skills Audit
Know exactly what you have vs. what your next growth stage needs.

👉Step 2 — Leadership Development
Give your high-potential players a real path forward. Not a lunch-and-learn. A plan.

👉Step 3 — Succession Planning
Build your bench before you need it. Every critical role needs a name next to it.

Talent development isn't an HR nice-to-have. It's a growth lever. Ready to stop scrambling and start building? https://www.myhrlane.com/
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The best retention strategy starts before day one. We partner with to go beyond the resume, screening for culture fit, ...
06/03/2026

The best retention strategy starts before day one. We partner with to go beyond the resume, screening for culture fit, growth potential, and manager compatibility so your next hire actually sticks.

Comment RETAIN or DM us to build a recruiting process that works.
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A direct, documented conversation that addresses the behavior, sets a clear expectation, and gives the employee a real p...
06/01/2026

A direct, documented conversation that addresses the behavior, sets a clear expectation, and gives the employee a real path forward. No ambiguity. No personal attacks. Just clarity.

This works because people don't resist accountability, they resist being blindsided, belittled, or left without direction. When a manager can say here's what I observed, here's the standard, here's how we move forward, trust goes up, not down. The employee knows where they stand and so does the manager.

That's the conversation worth having. And it's a skill, not a personality trait. It can be learned.
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Mental health accommodation requests have jumped 74% in the last two years and in most organizations, a manager gets the...
05/29/2026

Mental health accommodation requests have jumped 74% in the last two years and in most organizations, a manager gets the conversation first, not HR.

Here's what we tell the leaders we work with:

What TO say: "Thank you for sharing this with me. I want to make sure you have what you need. Let's talk through what support looks like."

What NEVER to ask: Don't ask for a diagnosis. Don't ask what medication they're on. Don't ask if they've "tried therapy." You're not their clinician, you're their manager.

What TO do next: Loop in HR (or your fractional HR partner). Document the request. Start the interactive process under ADA if applicable. Treat this like any other accommodation request, with structure, not speculation.

If your managers are navigating these conversations without a clear protocol, that's a gap we should close. We help growth-stage organizations build people frameworks that doesn't break when the stakes get real. https://www.myhrlane.com/
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Even if the federal requirement disappears, state-level mandates and private litigation exposure don't. California, Illi...
05/27/2026

Even if the federal requirement disappears, state-level mandates and private litigation exposure don't. California, Illinois, and Colorado already have their own reporting laws. And if you face a discrimination claim, you'll need this data to defend yourself, whether or not the EEOC requires an annual report.

Keep your systems in place. Keep your data clean. And if you don't have a workforce data collection process yet, now's the time to build one, not wait to see what the government decides. If you're not sure what you should be tracking or how to stay compliant across federal and state requirements without building a full HR department, tap link to speak with our consultant.
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Grateful for the sacrifice that makes everything we build possible. Wishing you rest and reflection today. -
05/25/2026

Grateful for the sacrifice that makes everything we build possible. Wishing you rest and reflection today.
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🚨Big news for Atlanta leaders.🚨Brookhaven Chamber of Commerce has officially endorsed The Daily Habits of Leaders™ — MyH...
05/22/2026

🚨Big news for Atlanta leaders.🚨

Brookhaven Chamber of Commerce has officially endorsed The Daily Habits of Leaders™ — MyHRLane's leadership development program built to strengthen communication, accountability, culture, and team performance.
We're honored by this partnership and what it represents: a shared belief that investing in leaders is the highest-leverage move a growing organization can make.

If you're in the Atlanta business community and ready to develop the leaders your team deserves, enrollment is open.

Tap to learn more: https://www.myhrlane.com/the-daily-habits-of-leaders
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💣TRUTH BOMB: Most leaders don't realize they've violated the WARN Act until they're already facing penalties. A fraction...
05/20/2026

💣TRUTH BOMB: Most leaders don't realize they've violated the WARN Act until they're already facing penalties. A fractional CHRO strategy could keep you compliant, protected, and focused on growth, not crisis management.
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The managers who say "I don't know, let's figure it out together" build stronger teams than the ones who pretend to have...
05/18/2026

The managers who say "I don't know, let's figure it out together" build stronger teams than the ones who pretend to have all the answers. The leaders who retain talent aren't the ones with the biggest presence or the most authority in their voice. They're the ones who lead with curiosity instead of ego.

1. They ask their team what's blocking progress before assuming they know.
2. They admit when they're learning something new.
3. They make it safe to fail, iterate, and improve.

And the result? Higher trust. Lower turnover. Better performance. What's one question you wish your manager asked more often? Drop it in the comments, we'd love to hear what's missing in your leadership experience.
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Address

Atlanta, GA

Opening Hours

Monday 9am - 5pm
Tuesday 9am - 5pm
Wednesday 9am - 5pm
Thursday 9am - 5pm
Friday 9am - 5pm

Telephone

+14045666680

Website

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