Fractional CHRO
CAIA Assessment
Fractional CHRO Support
Senior HR leadership without the full-time hire. Growing companies don't fail because they lack HR tasks. They fail because no one owns the people decisions. That's where I come in.
I serve as a fractional Chief Human Resources Officer. I step into the leadership team and take responsibility for how people systems actually work. This is hands-on HR leadership. Not advice. Not templates. Not theory.
Dive Deeper into Fractional CHRO Expertise
What a Fractional CHRO Actually Does
A fractional CHRO owns the people function at a strategic and operational level.
I am accountable for decisions that shape your organization. This includes how people are managed, how risk is handled, and how HR enables growth instead of blocking it.
I don't just tell you what should change. I help make the change stick. That means direct involvement in execution, not just recommendations.
Core Accountability Areas
  • How people decisions are made and documented
  • How managers lead and follow through
  • How risk is identified and handled before it escalates
  • How HR supports the business without slowing it down
What I Own as Your Fractional CHRO
This is the scope I routinely handle. Each area requires ongoing attention and strategic oversight.
People Strategy
  • Workforce planning and forecasting
  • Org design and role clarity
  • Leadership alignment across teams
Manager Capability
  • Performance management systems
  • Accountability and follow-through
  • Coaching through real situations
Employee Relations
  • Workplace investigations
  • Discipline and terminations
  • High-risk employee issues
Risk Management
Policy and practice alignment across locations. Multi-state compliance support. Reduction-in-force planning and execution.
Modern HR Risk
Oversight of AI used in HR systems. Decision documentation and governance. Human-in-the-loop oversight. Colorado AI Act readiness when applicable.
How Engagements Work
This is ongoing leadership support, not one-off projects. You get consistent, reliable access to senior HR leadership.
01
Regular Leadership Touchpoints
Weekly or bi-weekly meetings with executive team. Strategic planning and priority alignment.
02
Direct Access for Sensitive Issues
Immediate support when critical situations arise. Confidential guidance for complex decisions.
03
Ownership of HR Priorities
Full accountability for execution and results. Not just advice—actual implementation.
04
Coordination Across Functions
Partnership with internal HR or external vendors. Collaboration with employment counsel as needed.
I adjust involvement based on your size, stage, and complexity. The model scales with your needs.
When Companies Need a Fractional CHRO
This work is a fit when:
  • You're growing and HR feels reactive instead of strategic
  • Managers are struggling and issues repeat across teams
  • Risk feels present but undefined or undocumented
  • You've outgrown basic HR support but aren't ready for full-time
  • You don't need a full-time CHRO yet but need senior leadership
Also critical during:
  • Leadership transitions and organizational changes
  • Rapid hiring phases or restructuring initiatives
  • Increased regulatory or legal exposure
  • AI adoption inside HR and recruiting systems
What This Is Not
Clarity matters. Understanding what this engagement is not is just as important as knowing what it is.
Not Advisory-Only HR
This isn't consulting where you get a report and figure it out. I own execution and outcomes.
Not Template Delivery
You don't need another handbook template. You need someone who implements real solutions.
Not Compliance Theater
This isn't about checking boxes. It's about building systems that actually work.
Not a Junior HR Substitute
This is senior leadership. Strategic thinking combined with tactical execution.
If you want someone to "check in occasionally," this is not it. If you want ownership and calm leadership, it is.
How AI and Risk Fit Into This Role
AI is already part of HR. Whether companies planned for it or not.
Most HR and recruiting tools now include AI features. They influence screening, scheduling, and decisions. That creates new risks that require oversight.
Identify AI Use
Where is AI influencing people decisions in your systems?
Ensure Accountability
Humans remain responsible for all final decisions.
Structure Risk
Put governance around AI without slowing execution.
Address Compliance
Colorado AI Act requirements integrated into normal operations.
This is integrated into the role. Not sold as a separate product. AI governance becomes part of how your HR function operates.
Who I Typically Work With
Founder-led or PE-backed companies
Organizations with ambitious growth plans and leadership that values HR as strategic.
25 to 500 employees
Past the startup phase but not yet enterprise scale. Growing fast enough to feel complexity.
Colorado-based or multi-state
Companies navigating multi-state compliance and regional employment law differences.
Using modern HR and recruiting tools
Organizations leveraging technology but needing oversight of how those tools are used.
Leaders who want clarity, not noise
Executives who value direct communication and practical solutions over buzzwords.
The Outcome
Companies I support experience fundamental shifts in how they handle people decisions. HR transforms from a pain point to a strategic advantage.
Make Cleaner People Decisions
Decisions become faster and more confident with clear frameworks.
Reduce Repeat HR Issues
Patterns get identified and fixed at the root cause.
Strengthen Managers
Your managers gain skills and confidence to lead effectively.
Handle Risk with Confidence
Know where your risks are and how they're being managed.
Stop Guessing, Start Leading
Replace uncertainty with structured, informed decision-making.
HR becomes quieter.
No more constant firefighting. Systems work predictably.
Leadership becomes clearer.
You know what's happening and why. Decisions feel grounded.
Let's Talk
If you're feeling the weight of HR decisions, that's the signal. Don't wait for a crisis.
The first call is simple and straightforward. No complicated process.
01
You explain what's breaking
Tell me what's not working and where you feel stuck.
02
I ask direct questions
We dig into the real issues beneath the surface.
03
We decide if this is the right next step
Clarity on whether this engagement makes sense for you.
No pressure. No pitch deck. Just an honest conversation about your needs.