You are growing
The team has grown faster than its roles and people practices. You need structure and recurring senior input.
HR fractional
HomeHR fractional
the role, explained
Senior HR leadership.
Ongoing involvement.
A commitment that fits.
HR fractional means bringing an experienced HR executive into your business on an ongoing, part-time basis. The role connects people priorities with business decisions and includes responsibility for putting the agreed work into practice.
What does a fractional HR executive do?
I work alongside founders and leadership teams to understand what the business needs, choose priorities and build the People & Culture systems that support its next stage. The scope is agreed together and may include:
- People priorities aligned with the business plan.
- Clear roles, responsibilities and organisational structure.
- Recruitment, onboarding and performance practices.
- HR processes, systems, people data and reporting.
- Support for managers, leadership and organisational change.
- Implementation, adoption and regular review with the team.
when it makes sense
When does your business need HR fractional?
You need HR leadership
People decisions still depend on the founder, or the existing HR team needs direction, priorities and support.
You need implementation
You know what needs to change, but need someone to take responsibility for moving the work forward with your team.
choose the right form
Fractional, interim or a defined project?
| Form of collaboration | Main purpose | Working pattern |
|---|---|---|
| HR fractional | Ongoing HR leadership, priorities and implementation. | Recurring involvement with an agreed part-time commitment. |
| Interim HR leadership | Cover a leadership gap or lead a defined transition. | A temporary mandate; the time commitment follows the need. |
| A defined HR project | Deliver a specific objective, such as a process or system. | Agreed scope, deliverables and milestones. |
| An employed HR director | Lead the internal HR function as an employee. | A role within the company’s employment structure. |
how I work
From the real need
to work put into practice.
We start with the business context, agree priorities and define what I take responsibility for. We then set a working rhythm, put the agreed actions into practice and review progress. I work online, at your premises or in a hybrid format, according to what your business and team need.
See reference projectsfrequent questions
Before we start.
How much time does HR fractional involve?
There is no single schedule. We agree the time commitment, availability and working rhythm based on the priorities and responsibilities.
Can you work with an existing HR team?
Yes. We clarify responsibilities so that my leadership and implementation work complement the internal team.
Does HR fractional include implementation?
In my work, yes: I build and implement the agreed People & Culture systems alongside the team. The specific scope is agreed at the start.
How much does HR fractional cost?
I propose a scope and fee after understanding the business, priorities, responsibilities and time commitment.
Is HR fractional the same as outsourced payroll?
HR fractional is a leadership role. Payroll and administration may be part of the wider HR function, but their delivery and providers are agreed separately.
A conversation is a good place to start.
(let’s talk)
Tell me what your business needs right now.
In our first conversation, we explore the context, the need behind your request and what would make a useful difference. If we decide to work together, I propose a scope, responsibilities and a working rhythm — through fractional leadership, an interim role or a defined project.