Fractional CHRO
CAIA Assessment
Fractional CHRO Support for Growing Companies
Clear leadership. Real execution. AI risk handled the right way. Growing companies hit HR problems fast. Hiring breaks down. Managers struggle without support. Risk creeps in quietly, then explodes.
AI tools add speed but also exposure. Most founders don't see it coming. I step in as a fractional CHRO to stabilize people operations. I support leaders directly. I reduce risk before it becomes crisis.
That includes practical AI governance. And Colorado AI Act readiness when it applies.
This is hands-on HR leadership, not advice from the sidelines.
What I Do
I operate as part of your leadership team. I own outcomes, not just recommendations.
Build HR Structure
Systems that actually work. Processes people follow. Structure that scales with you.
Handle Employee Relations
Investigations done right. Sensitive issues managed calmly. Legal exposure reduced.
Strengthen Managers
Direct support so problems stop repeating. Coaching that builds capability fast.
Reduce People Risk
Before it turns into legal damage. Before it costs you money or reputation.
Use AI Safely
Deploy tools without losing human oversight. Speed without compliance blind spots.
Fractional CHRO, Not Fractional Attention
This is not project HR. This is ongoing leadership support.
As your fractional CHRO, I set and execute HR strategy. I support executives and managers directly.
I handle sensitive employee issues without drama. I partner with legal counsel when needed.
I stay accountable for results. You get senior HR leadership without a full-time hire.
No junior staff. No handoffs. Just leadership.
01
Set HR Strategy
Aligned with business goals and growth trajectory
02
Execute Daily
Direct support to executives and managers
03
Handle Issues
Sensitive matters resolved quickly and correctly
04
Partner Legally
Work with counsel to mitigate exposure
05
Own Results
Accountable for outcomes, not activity
Modern HR Risk Includes AI
Whether you planned for it or not.
Recruiting Tools
Resume screening platforms
Candidate assessments
Interview scheduling systems
Performance Systems
Skills evaluations
Promotion recommendations
Development planning
Workforce Analytics
Headcount planning
Retention predictions
Compensation modeling

That creates new risk. Especially in hiring, promotion, and termination decisions.
For Colorado companies, the Colorado AI Act raises the bar even higher.
But AI risk management should exist even if the law did not.
I help you put structure around it. Without slowing the business down.
Colorado AI Act (SB 24-205)
Compliance
HR Governance
Handled as part of normal HR governance. Not sold as a standalone product.
If you operate in Colorado or hire Colorado workers, this matters.
The law applies to high-risk AI systems. Many HR tools qualify.
Even if you post one job a year, if that post gets 100 applications and you are not in compliance it could cost you up to $2,000,000 (up to $20,000 per application.
1
Identify AI Systems
Catalog tools used across recruiting and HR
2
Assess Risk Level
Determine which systems may be high-risk
3
Set Oversight
Human review and documentation standards
4
Align Practices
Match HR operations to legal expectations
5
Stay Operational
Practical implementation, not theoretical
This is folded into fractional CHRO work. You get compliance and strategy together.
Who This Is For
This work fits companies that are moving fast and feeling strain.
Growing Fast
Headcount doubling. Systems breaking. HR can't keep up with pace.
Managers Without Support
Leaders hired for skills, not people management. They need backup.
Founder-Led or PE-Backed
Scaling quickly. High expectations. No room for HR missteps.
Using Modern Tools
AI recruiting platforms. Performance systems. Analytics tools. New exposure.
Want Clarity
Not HR theater. Not buzzwords. Just clear direction and follow-through.

If you want templates only, this is not a fit.
If you want ownership and follow-through, it is.
Why Work With Me
I bring senior HR leadership with operational discipline.
CHRO-level experience across scaling companies
Real employee relations work including investigations
Workforce reductions and restructures handled correctly
Multi-state and regulated environments navigated successfully
Direct partnership with employment counsel on complex matters
Calm, clear decision-making under pressure
I don't sell programs. I solve problems.
You get experience that took years to build. Applied to your specific situation.
Let's Talk
If HR feels heavier than it should, that's a signal.
The first call is a working conversation. You explain what's breaking. I ask direct questions.
You leave with clarity on next steps. No pitch deck. No pressure.
Just a real conversation about what you're facing.
1
You Share
What's breaking in your organization
2
I Ask
Direct questions about your situation
3
You Decide
With clarity on options and next steps
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