Fractional CHRO
CAIA Assessment
Frequently Asked Questions
These are the questions I'm asked most often. If yours isn't here, reaching out is fine.
What is a fractional CHRO?
A fractional CHRO is a senior HR leader who works with a company part time. This approach delivers executive-level expertise without the commitment of a full-time hire.
The role focuses on strategic leadership and operational execution. You get experienced judgment when it matters most.
Ownership of People Decisions
Direct accountability for HR outcomes and strategic direction
Manager Effectiveness
Building leadership capacity across your organization
Employee Relations & Risk
Handling complex situations with care and consistency
HR Strategy That Gets Executed
Moving from planning to measurable results
It's executive leadership without a full-time hire. You get strategic thinking and hands-on execution in one role.
How is this different from an HR consultant?
Consultants advise. I operate as part of the leadership team. That distinction matters when decisions need to be made quickly.
Responsibility for Outcomes
I take ownership of results, not just recommendations. When something needs to work, I make sure it does.
Real-Time Support
I'm available when decisions happen. No waiting for scheduled meetings or follow-up reports.
Execution Involvement
I stay engaged through implementation. Strategy means nothing without follow-through.

This is leadership, not recommendations. You get someone who makes decisions with you, not for you.
Do you replace an internal HR team?
No.
I work alongside internal HR when it exists. The relationship is collaborative, not competitive.
I provide senior leadership, judgment, and structure. Internal teams still handle day-to-day execution.
Think of it as adding executive capacity. Your team gets support and direction without losing ownership.
01
Senior Leadership Layer
Strategic decision-making and executive guidance
02
Internal HR Team
Day-to-day operations and program execution
03
Combined Impact
Better outcomes through integrated leadership
What size companies is this best for?
Most commonly, I work with companies between 25 and 500 employees. But size alone doesn't tell the full story.
1
25 to 500 Employees
The sweet spot for fractional leadership. Companies at this stage face complex people decisions but may not need a full-time CHRO yet.
2
Smaller Companies During Growth
High-growth startups can benefit earlier. When scaling creates new challenges, leadership matters more than headcount.
3
Larger Organizations
Usually interim or project-based. These engagements focus on specific transitions or strategic initiatives.

The real factor is decision complexity, not headcount. If people decisions are slowing you down, size becomes less relevant.
How long do engagements last?
It depends on what you're building. Some engagements last a few months. Others last a year or more.
The structure adjusts as the company changes. Flexibility matters more than fixed timelines.
Early-stage work often focuses on foundations. Mature partnerships shift toward ongoing strategic support.
1
Initial Engagement
3-6 months typical for foundational work
2
Extended Partnership
6-12+ months for ongoing strategic leadership
3
Project-Based
Defined scope with clear endpoints
What matters most is matching support to actual need. We adjust as priorities evolve.
Do you work with companies outside Colorado?
Yes.
I work with multi-state organizations regularly. Geographic boundaries don't limit strategic HR leadership.
Colorado matters specifically for AI regulation. But the leadership work applies anywhere.
Multi-State Experience
Familiar with varied employment landscapes
Colorado AI Act Focus
Deep expertise in emerging AI governance
Remote leadership tools make location less relevant. What matters is strategic fit and communication quality.
Do you provide legal advice?
No.
I am not an attorney. I do not provide legal advice.
That boundary is important and intentional.
I work closely with legal counsel when needed. My role is helping leaders apply guidance practically.
Think of it as translating legal requirements into operational reality. I bridge strategy and compliance.
Legal Counsel
Provides legal advice, interprets laws, manages litigation risk
Fractional CHRO
Applies guidance operationally, builds systems, leads execution
Combined Approach
Better outcomes through coordinated legal and HR leadership
How do you handle sensitive employee issues?
Carefully and directly. These situations require both judgment and process.
Sensitive issues don't improve by waiting. They require leadership presence and clear documentation.
Investigations
Thorough, impartial, and compliant. Every step documented with care.
Performance & Discipline
Clear expectations with consistent follow-through. Fair but firm.
Terminations
Handled with dignity and legal precision. No surprises or unnecessary drama.
Reductions in Force
Strategic planning with human impact considered. Execution with clarity.

These situations are handled with documentation, consistency, and leadership presence. No situation is too difficult when approached properly.
How does AI factor into your work?
AI already influences HR decisions in many companies. Ignoring that reality doesn't make it go away.
The question isn't whether to use AI. It's how to use it responsibly.
Understand Where AI Is Used
Visibility matters. You can't govern what you don't see.
Keep Humans Accountable
AI supports decisions. Leaders remain responsible for outcomes.
Put Governance Around High-Risk Decisions
Structure prevents problems. Clear rules reduce uncertainty.
Align With Colorado AI Act Expectations
Compliance isn't optional. Requirements will only expand.
AI supports leadership. It doesn't replace it.
Is AI compliance a separate service?
No.
AI governance is integrated into fractional CHRO work when relevant. It's not sold separately.
It is handled as part of normal HR risk management. AI compliance sits alongside other employment practices.
When AI touches hiring, performance, or other decisions, governance becomes part of the work. No extra fee.
Note: I do offer a Colorado AI Act Compliance package specifically to meet the demands the law puts on companies.
Integrated Approach
AI governance flows naturally within HR leadership
Risk Management
Treated as standard employment practice, not specialty service
No Additional Cost
Included when relevant to your situation (Except Colorado AI Act Compliance)
What does pricing look like?
Pricing is designed for predictability. No surprise bills or scope creep.
Fixed and Predictable
You know what you're paying each month. Budgeting becomes simple.
Based on Scope and Access
Pricing reflects what you actually need. More involvement costs more. Less involvement costs less.
Adjusted as Needs Change
When your situation evolves, pricing adapts. Flexibility works both ways.

Details are discussed on the call, not published online. Every company's situation is different. Pricing reflects that reality.
What happens on the first call?
The first conversation is about understanding fit. No sales pitch. No pressure.
What's Happening Now
We start with your current situation. What's working? What isn't?
Where Decisions Feel Stuck
Identify specific challenges. Where do you need clarity or support?
What Level of Support Is Needed
Determine the right structure. Strategic guidance? Hands-on execution? Both?
Most calls last 30 to 45 minutes. Enough time to understand your needs without wasting your day.
If it's not a fit, I'll say so. Honest conversation saves everyone time.
How do I get started?
The simplest step is a conversation.
No complicated forms. No long questionnaires. Just a direct discussion about what you need.
If fractional CHRO leadership makes sense for your company, we'll figure that out together. If not, you'll know quickly.
Either way, you'll have clarity. That's worth a 30-minute call.
Questions not answered here? Reach out directly. I respond to every inquiry personally.