Our fractional CHROs have led people and culture at
When a chief human resources officer is the right call
A fractional CHRO earns their place at a specific stage of organisational growth.
When hiring cannot keep pace with growth
Roles open too long and the wrong hires made under pressure. The CHRO builds a talent function that delivers.
When culture is starting to strain
What worked at twenty people frays at eighty. The CHRO protects culture deliberately as you scale.
When compliance and structure lag the headcount
Contracts, policy and HR compliance brought up to standard across the markets you operate in.
When the org design no longer fits
Roles, levels and reporting lines redrawn so the structure matches the company you have become.
Where a fractional CHRO fits, and where it does not
Best for
- Growing businesses with 10 or more employees and recurring people issues
- Founder-led teams spending too much time on hiring and HR
- A business facing employment-compliance pressure as it scales
- Scaling from informal hiring to structured people leadership
- Culture starting to strain as headcount grows
Not for
- Basic payroll administration on its own
- One-off handbook or policy drafting with no leadership need
- A junior HR or recruitment hire for the day-to-day
- Companies unwilling to formalise people decisions
People leadership, built for scale
A fractional CHRO owns the people function and the organisation it shapes.
Talent and hiring
Acquisition and retention built so the right people arrive and stay.
Culture and performance
Culture protected deliberately, with performance frameworks that hold.
HR compliance
Contracts, policy and compliance handled across distributed teams.
Org design
Structure, levels and reporting lines drawn to fit the business today.
Senior leadership, on terms that fit the business
Business to business, scaled to the engagement, and free of the cost and liability that come with a permanent hire. One leader embeds, with the whole collective behind them.
A fractional CHRO, a full-time hire, or a consultant
Three ways to lead people and culture, with different commitments.
Fractional
Full-time hire
Consultant or agency
Business to business, scaled to the engagement, one month’s notice.
Salary, benefits, insurance and severance exposure.
A scoped project or retainer, with a defined end.
Our engagements typically run 30 to 60% less than a full-time hire.
A senior people package, fixed regardless of headcount.
Day rates or project fees that mount for anything ongoing.
Embedded within weeks, with the collective behind them.
A search and a notice period before the function takes shape.
Fast to start, but external and rarely embedded in the team.
Owns the people function and the organisation it builds.
Owns HR, but as a permanent fixed cost.
Advises on policy or drafts documents, then hands back; building it stays with you.
A people leadership gap that needs an owner, not just policy.
Permanent, full-load HR leadership you can keep busy.
A defined advisory or delivery project with a clear finish line.
From the brief to the match, in weeks
Tell us where you need leadership and we handle the rest. The guided brief takes a couple of minutes and makes the first conversation more useful.
Tell us the moment
Share where you need leadership and what good looks like.
A conversation
We talk through the brief and sharpen the requirement together.
The match
We search our collective of 350+ curated executives for the closest fit.
Deployment
You choose, and your leader embeds within weeks to make an immediate impact.
The questions founders ask first
Where a fractional CHRO makes the difference
The moments this role is most often brought in for. See how the engagement works for each.
One role, or a blended leadership setup
Many engagements start with one executive and grow, and some reach the board, where we place non-executive directors from the same collective. See the full range of C-suite practices and specialised appointments, or tell us the moment and we will help you choose.
