Fractional CHRO
CAIA Assessment
Engagement Models
Fractional CHRO work is not one-size-fits-all. The right model depends on where the company is and what's breaking.
What matters most is clarity around ownership and expectations. Leadership capacity scales with your business needs.
Philosophy
How I Think About Engagements
I don't sell hours. I provide leadership capacity.
Engagements are structured around decision ownership, access when it matters, and continuity over time.
The model flexes as the business changes. Your needs evolve, and so does the engagement.
Primary Model
Ongoing Fractional CHRO
This is the most common engagement. It provides consistent senior HR leadership without full-time overhead.
Best For
  • Growing companies
  • Ongoing people risk
  • Manager capability gaps
  • Leadership teams needing consistent support
What This Looks Like
  • Regular leadership touchpoints
  • Direct access for sensitive situations
  • Ownership of HR priorities
  • Integration with leadership team
  • Coordination with legal and vendors
This model provides stability and momentum. It's leadership, not task management.
Transition Support
Interim CHRO Support
Time-bound leadership that keeps the ship steady. This model fits during transition periods.
Best For
  • Leadership turnover
  • Rapid growth or contraction
  • Executive search for full-time CHRO
  • High-risk periods needing senior coverage
What This Looks Like
  • Clear start and end point
  • Full CHRO-level ownership
  • Focus on continuity and risk management
  • Support through handoff

The goal is steady leadership, not disruption. Transitions don't have to mean chaos.
Focused Scope
Project-Based HR Leadership
Limited scope, defined outcomes. Sometimes a narrow focus is appropriate.
01
Best For
Workforce reductions, policy resets, manager capability rollouts, HR infrastructure rebuilds, AI risk assessments.
02
What This Looks Like
Clearly defined scope with executive-level accountability. Practical execution with transition plan at completion.
03
Key Distinction
This is not advisory-only work. It includes ownership and execution, not just recommendations.
Advisory Support
Not My Default
Advisory-only work is rare. It's reserved for specific situations.
Used When
  • Leadership has strong internal HR
  • Execution capacity already exists
  • Senior perspective is the primary need
This still requires access and trust. It is not a substitute for ownership.
What I Don't Do
Clarity avoids friction. Understanding boundaries protects both sides.
Not Hourly HR Help
This is leadership capacity, not task-by-task execution.
Not a Ticketing System
Strategic ownership requires focus, not scattered reactive work.
Not Replacing In-House Teams
This augments and leads your team, not replaces them.
Not Generic Templates
Every solution is built for your specific context and challenges.
Not Legal Advice
I work closely with legal counsel but don't provide legal services.

If you need task execution without leadership, this won't fit. Let's be honest about that upfront.
How Engagements Are Scoped
Engagements are scoped around your specific situation. No cookie-cutter approach.
Business Size and Complexity
Company stage, team size, and organizational structure shape the engagement model.
Risk Profile
Current exposures, regulatory environment, and litigation history inform scope.
Leadership Needs
Executive team dynamics, manager capability, and decision-making patterns matter.
Existing HR Capability
Internal team strength, vendor relationships, and system maturity affect structure.
The goal is right-sizing, not over-building. You get what you actually need.
Pricing and Commitment
Fixed and Predictable
No surprise invoices. You know the investment upfront.
Aligned to Scope
Pricing reflects access level, complexity, and leadership needs.
Reviewed as Needs Change
Structure adjusts when your business evolves. Flexibility built in.
This protects both sides. Transparency from the start.

Details are discussed on the call. Not published on the site. Let's have a real conversation.
Choosing the Right Model
Uncertainty Is Normal
Most leaders aren't sure which model fits. That's expected.
We Talk It Through
The first call clarifies needs and determines structure together.
We Adjust as Needed
Models evolve with your business. Nothing is locked forever.
The wrong structure creates frustration. The right one creates clarity.
Let's Talk
The first conversation focuses on understanding your situation and determining fit.
01
What's Happening Now
Current challenges, team dynamics, and immediate pressures.
02
Leadership Level Needed
Decision authority, access requirements, and ownership scope.
03
Structure That Makes Sense
The right engagement model for your specific context.