Fractional CHRO
Senior people leadership embedded in your leadership team. Typically four days a month, or an agreed number of days. For organisations that have outgrown ad-hoc HR but cannot justify a full-time CHRO.
What this is
I become your senior people leader on a part-time basis. Not an external consultant. Not a project hire. A CHRO sitting on your leadership team, structured around the time commitment that fits your organisation.
Typically four days a month, or an agreed number of days depending on the size and complexity of the business. Embedded in the leadership team meetings. Available to the CEO and the board for the people decisions that matter. Holding the strategic people agenda for the company.
This is the same role I have held inside multinationals for two decades, structured for an organisation that needs senior leadership without the cost of a full-time hire.
Who this is for
Organisations that have reached the point where ad-hoc HR is no longer enough.
Common signals
- •Founder-led or CEO-led businesses in their growth or scaling phase.
- •Organisations with an HR manager or operations lead handling people work, but no senior P&C voice at the leadership table.
- •Companies preparing for a funding round, regional expansion, or transition where senior people decisions will be exposed.
- •Family offices or PE-backed mid-market businesses where the operating company needs senior people leadership but a full-time CHRO is not yet justified.
- •Regional subsidiaries of multinationals that are too small for a regional CHRO but too large for ad-hoc HR.
Why companies need this
The most expensive people decisions a growing company makes are usually senior ones. Senior hires that do not work out. Succession risk at the executive layer. Key people who resign just as they were becoming invaluable. Leadership team friction that slows every decision. These are not problems an HR manager can solve. They require senior strategic ownership of the people function.
Most companies at this stage either struggle on without senior P&C leadership, or they over-hire too early into a CHRO role they cannot yet support. Fractional CHRO sits between those two options. Senior strategic ownership, at a fraction of the cost, structured to grow with the company.
What you get
Engagements are tailored to the specific needs of the organisation. A typical engagement includes:
- •Embedded presence at leadership team meetings.
- •Ownership of the strategic people agenda: succession, leadership development, organisational design, capability planning.
- •Direct support to the CEO on senior hires, executive transitions, and board-level people topics.
- •Oversight of the existing HR function, with coaching for whoever runs HR day-to-day.
- •Full access to TPS Intelligence, included for the duration of the engagement.
- •A senior, confidential thinking partner available between scheduled days for urgent matters.
How engagements work
Engagements typically run six to twelve months as a starting commitment, structured as a monthly retainer based on the time commitment that fits your organisation. Most engagements extend beyond the initial period as the relationship deepens. The exact structure is shaped in the discovery conversation.
Is this the right fit?
A 20-minute conversation will tell us. No proposal cycle, no pressure. Just a clear discussion of where your organisation is and whether Fractional CHRO is the right shape of help.
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