Fractional CHRO

People leadership for growth, culture and change.

A fractional CHRO brings senior people leadership when hiring, structure or change outgrow what office management and line managers can carry.

Typical mandates: building the people function from scratch, professionalising compensation and development, and steering the human side of growth or restructuring.

When it makes sense

You are hiring fast, and onboarding, levels and compensation are improvised.
A restructuring or cultural change needs experienced, fair handling.
Leadership development is left to chance.
HR is administrative. Nobody owns the people strategy.

Typical problems solved

Scaling hiring and onboarding
Compensation bands, levels and career paths
Restructuring and workforce change, handled with care
Leadership development and internal succession
People strategy, culture and retention

What a mandate looks like

Fractional CHRO mandates often accompany a defined phase, such as a growth push, a reorganisation or a cultural reset, with one to two days per week and a clear handover to internal ownership.

Related situations

Scaling after funding

The round is closed. Now the plan has to happen, with leadership that has scaled before.

Succession & generational change

Handing over a company takes years, not months. Experienced leadership makes the transition safe.

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