When engaging an HR independent contractor, the client should clearly outline the scope of services, such as recruitment, employee training, compliance audits, or policy development, to set clear expectations.
Payment terms should be specified, including hourly or project-based fees, invoicing procedures, and any performance-based incentives tied to recruitment results or project outcomes.
It is important to address confidentiality and data protection obligations, especially when the contractor will access employee records or sensitive HR information, and to ensure compliance with state and federal labor laws.