Fractional CHRO
CAIA Assessment
HR Leadership Scope
What I own. What I support. How decisions get made.
Fractional CHRO work only works when scope is clear. This page explains what I take responsibility for, how I work with leaders, and where boundaries sit.
What "Scope" Means in This Role
Scope is not a task list. It's decision ownership.
As a fractional CHRO, I own how people decisions are made and supported across the business. This means establishing frameworks, setting standards, and ensuring accountability flows through every level.
Leadership clarity prevents confusion. When everyone knows who owns what, execution accelerates and trust builds naturally.
Core Areas I Own
These areas fall squarely under my responsibility. Each represents a critical function that requires senior-level judgment and strategic oversight.
People Strategy
  • Workforce planning
  • Org design and role clarity
  • Leadership alignment
  • Succession and capability planning
Manager Capability
  • Performance management systems
  • Coaching through real situations
  • Accountability and follow-through
  • Difficult conversations
Employee Relations
  • Investigations
  • Discipline and terminations
  • High-risk employee issues
  • Consistent application of standards
Manager Capability Development
Building Strong Leaders
Great managers aren't born. They're developed through deliberate practice and real-time coaching.
I work directly with your leadership team to strengthen their capability in managing people, navigating tough situations, and holding teams accountable.
Performance Management
Systems that actually drive results
Real-Situation Coaching
Support when it matters most
Accountability Frameworks
Clear expectations and follow-through
Difficult Conversations
Guidance for high-stakes moments
Employee Relations Excellence
Investigations
Thorough, fair, and legally sound processes. Every investigation follows consistent standards and protects the business from unnecessary risk.
Documentation and objectivity matter here.
Discipline and Terminations
Clear processes prevent legal exposure. I ensure every disciplinary action is documented, justified, and consistently applied across the organization.
Progressive discipline works when done right.
High-Risk Employee Issues
Some situations require immediate senior attention. Harassment claims, threats, and policy violations demand swift, experienced handling.
I own these conversations from start to finish.
HR Risk Management
Protecting the Business
Risk management isn't optional. It's foundational.
I ensure your policies, practices, and people decisions align with legal requirements and business objectives. This includes multi-state compliance support and strategic coordination with employment counsel.
Policy and Practice Alignment
Consistent standards across the business
Multi-State Compliance
Navigation of complex regulations
Reduction-in-Force
Strategic planning and clean execution
Counsel Coordination
Partnership with employment attorneys
Modern HR and AI Risk
AI is reshaping HR. That creates new risks and new responsibilities.
Oversight of AI in HR
Tools must be evaluated, monitored, and aligned with business values. I ensure AI systems support decisions without replacing human judgment.
Human Accountability
Technology assists. Humans decide. Every AI-supported decision requires documented human review and final approval.
Documentation of Judgment
Clear records protect the business. I establish systems that capture how and why people decisions were made.
Colorado AI Act Alignment
When applicable, I ensure practices meet evolving regulatory expectations around algorithmic decision-making and transparency.
How I Work With Leadership
This is a leadership role, not a service desk.
I don't wait for assignments. I join leadership conversations, give direct input when decisions matter, and challenge assumptions when needed.
After decisions are made, I support execution with clarity and speed. Access and trust are required for this model to work.
Join Leadership Conversations
Present when strategy and people intersect
Give Direct Input
Clear perspective when decisions matter
Challenge Assumptions
Push back when risk or misalignment appears
Support Execution
Drive follow-through after decisions land
What I Support But Do Not Own
Some areas are collaborative. Ownership stays with leadership. Execution is shared.
Internal HR Teams
I support your existing HR staff with guidance, frameworks, and escalation support. They execute daily operations while I provide strategic direction.
Manager Execution
Managers own day-to-day people decisions. I coach them, build their capability, and step in when situations require senior judgment.
External Vendors
Your consultants, benefits brokers, and HR tech partners remain in place. I coordinate with them and ensure alignment with business goals.
Existing Systems
I work within your current infrastructure. System optimization happens when needed, not as a default requirement.
What Is Out of Scope
Clarity here prevents frustration. These functions require dedicated resources or specialized partners.
Routine HR Administration
Day-to-day transactional work stays with internal teams or outsourced providers
Payroll Processing
Execution handled by payroll teams or external processors
Benefits Administration
Plan management and enrollment coordination handled separately
Recruiting Coordination
Sourcing and scheduling remain with recruiting teams or agencies
Legal Representation
Employment counsel handles litigation and formal legal matters
These functions can be supported through trusted partners if needed. I help coordinate, but don't execute.
How Scope Is Adjusted Over Time
Scope is not static. It evolves as your business changes.
1
Company Growth
Headcount increases bring new complexity and demand expanded support
2
Risk Increases
New markets, products, or regulations require additional oversight
3
Leadership Changes
Transitions create gaps that need temporary or permanent coverage
4
Systems Mature
As infrastructure stabilizes, focus shifts to optimization
We review scope intentionally and adjust based on what the business needs next.
Why This Clarity Matters
Clear Scope Drives Results
Without defined ownership, fractional work breaks down. Clear scope prevents misalignment, reduces decision delays, improves accountability, and protects focus.
Everyone knows who owns what. Execution accelerates. Trust builds naturally.
1
Clear Decision Owner
No confusion about who decides
0
Delayed Decisions
Speed increases when scope is defined
100%
Accountability
Everyone knows their role
Let's Talk
Senior HR Leadership With Clear Ownership
If you need strategic people leadership without the overhead of a full-time executive, this matters.
The first conversation focuses on what needs leadership now, where decisions are getting stuck, and how scope should be defined for your business.