Senior HR or Talent Acquisition leadership, without the permanent hire.
Fractional HR and Talent Acquisition for businesses that need senior leadership of the people function, but not yet a full-time hire.
What it is
A fractional HR or Talent Acquisition leader is a senior practitioner who works with your business on a part-time basis, providing the strategic leadership your function needs, without the cost or commitment of a permanent full-time hire.
Engagements typically run across one or several days a week or month, on an ongoing basis. Fractional leaders own outcomes the way a permanent leader would, with full accountability for the function they lead.
The model can be visible and embedded in your team, or worked in the background, depending on what suits the business and the situation.
When it's the right fit
01 / Scaling without a full-time leader
You're growing fast, the people function needs senior thinking, but you're not yet ready to commit to a permanent senior hire.
02 / Senior cover during a transition
You have a vacancy, a maternity cover, or a leadership gap, and need experienced hands to keep the function moving forward without the rush of a permanent hire.
03 / Strategic capacity for an existing team
You have an HR or TA team in place, but no one operating at the senior strategic level the business needs. A fractional leader brings that capacity, working alongside your team.
04 / Building the function from scratch
You're setting up your HR or Talent Acquisition function for the first time, or rebuilding one that hasn't been working. A fractional leader designs and stands it up, ready to hand over to a permanent hire when the time is right.
What it covers
A fractional engagement covers the full strategic remit of a senior HR or Talent Acquisition leader, scoped to your business and the time committed.
Strategy and structure
People and talent strategy aligned to commercial objectives
Operating model design for the HR or TA function
Workforce planning and capability mapping
Operations and delivery
Hiring strategy and execution oversight
Performance management, reward, and employee relations
Policy, process, and HR systems review
Leadership and capability
Leadership coaching for founders, CEOs, and senior teams
Building and developing the HR or TA team
Hiring manager capability and interview practice
Insight and reporting
People metrics, dashboards, and board reporting
Market insights and benchmarking
Risk identification and mitigation
How it works
01 / Scoping
Every engagement starts with a no-obligation conversation about what you're trying to achieve, where the gaps are, and where a fractional leader would add the most value. We agree the scope, time commitment, and outcomes before any contract is signed.
02 / Onboarding
Once scoped, we move quickly. Your fractional leader is in the business within two to four weeks, with a structured onboarding that covers stakeholders, current state, and immediate priorities. By week four, they're operating as a member of your senior team.
03 / Delivery
The engagement runs on the cadence you've agreed, typically one or several days a week or month. Your fractional leader owns the agreed outcomes, reports into you (or your nominated lead), and works to the same standards as a permanent senior hire.
04 / Review and evolution
Every engagement is reviewed at agreed intervals to make sure it's still the right shape for the business. As your needs change, the engagement flexes with them, scaling up, scaling down, or transitioning to a permanent hire when the time is right.
Sectors we already work with
Retail Banking -
Investment Banking -
Fintech -
Insurance -
Retail -
Aviation -
NGO/Charity -
Food and Beverage -
Retail Banking - Investment Banking - Fintech - Insurance - Retail - Aviation - NGO/Charity - Food and Beverage -
Let's talk
Most engagements start with a scoping call: an honest, no-obligation conversation about what you're trying to achieve and how we might be able to help.