FRACTIONAL & INTERIM CHIEF PEOPLE OFFICER
YOU DON'T NEED TO BE AN HR EXPERT. THAT'S MY JOB.
Nobody wakes up needing “HR.” You wake up needing a bad hire fixed, a compliance gap closed, a struggling manager turned around, or a hard conversation handled before it becomes a resignation. Or a lawsuit.
I’ve spent 20+ years solving exactly those problems, from early-stage startups to companies mid-acquisition. I don’t lead with process or paperwork. I start with whatever’s costing you money, time, or sleep, and I fix that first.
Here’s what that looks like in practice. Not sure where to start? The People Risk Snapshot will tell you.
Fractional Leadership
Ongoing, part-time
You need senior HR judgment, but not a full-time hire. I step in as your embedded, part-time Head of People — running the function, advising you directly, and scaling my time up or down as your business does.
Typical engagement: Ongoing, 3–6 month minimum, then month-to-month.
Good for: Founders who’ve outgrown “figure it out as we go” but aren’t ready for a full-time HR leader.
Interim Support
Full-time coverage, defined term
Your HR leader just left, is on leave, or you’re mid-transition and can’t afford a gap. I drop in immediately, keep the function running, and hand off cleanly when you’re ready.
Typical engagement: 1–6 months, matched to the gap you’re covering.
Good for: Covering leadership gaps (parental leave, sudden departures, executive transitions) in organizations up to 1,500+ employees, without losing momentum.
People Risk Snapshot
A fast, low-lift way to find out where your exposure actually is — before you commit to anything bigger. I review your documents, score your risk areas on a one-page scorecard, and walk you through it live.
Typical engagement: ~1 week, async intake + one readout call.
Good for: Leaders who suspect something’s wrong but don’t know what to fix first.
What Happens After Your Snapshot
The People Risk Snapshot tells you where you stand. It doesn’t tell you what to do about it — that’s a separate conversation, and one you shouldn’t have to figure out alone.
Once you have your analysis, I walk you through it and connect each flagged risk to the service built to fix it. A pay-equity flag points to Pay & Performance Framework Design. A compliance gap points to Compliance & Policy Foundations. A leadership or turnover flag points to Culture & Leadership Diagnostics. You’re never left staring at a list of problems wondering where to start — you leave the readout call with a prioritized next step, not just a diagnosis.
There’s no obligation to move forward. But if you do, you’re not starting from zero — we’re picking up exactly where the Snapshot left off.
The Ways I Can Help
Every business’s people problems look a little different – and so does the fix. Here’s the full range of what I offer, from a quick diagnostic to hands-on leadership through your biggest transitions. Pick the one that matches where you’re stuck, or start with the Snapshot and let it point you there.
Specific Service Areas
Pay & Performance Framework Design
Why does he earn more than me? If every comp decision is a one-off negotiation, you don’t have a pay strategy — you have exposure. I build job levels, pay bands, and market-benchmarked structures with the governance to back them up, so decisions become consistent, defensible, and board-ready.
Workforce Reduction & Restructuring Support
One wrong move becomes a lawsuit, a headline, or both. Reductions and restructures are where a single misstep becomes a lawsuit, a headline, or both. I plan and run the process — selection criteria, compliance, timing, communication — so it’s handled correctly and humanely.
M&A Integration Support
The deal closes. The people problems start. Mismatched policies, duplicate systems, unclear reporting lines: HR is where integration risk hides. I lead the people side from close through integration, with a clear roadmap.
Compliance & Policy Foundations
You’re covered, until you’re not. Most growing companies run on missing or outdated policies. I put compliant, state-appropriate policies and employment documents in place before something forces the issue.
Onboarding & Manager Toolkits
Why do people issues keep landing on your desk? Because new hires and new managers are left to figure it out alone. I build the onboarding and day-to-day tools that let them handle it.
Culture & Leadership Diagnostics
Something’s off, and you can’t name it. Rising turnover, low engagement, a leadership team that isn’t gelling. I find the root cause, hand you a clear plan, and coach your leaders through the fix.
Manager Development Programs
People don’t quit companies. They quit managers. Most of yours were never trained to lead. I build development programs, including 360 feedback, that make them measurably better over time.
Change & Communication Programs
Announce it badly, and you lose more trust than the change was worth. Bonus changes, restructures, policy shifts. I build the rollout plan, manager briefings, and talking points that make a hard message land.