HR teams are becoming leaner in an attempt to streamline processes and increase efficiency. With HR leaders facing new responsibilities, such as AI adoption, business uncertainty and shorter strategic horizons, flexibility is essential.

Yet the lean approach comes with a cost, particularly for those at the top, as it can expose skills gaps HR generalists cannot always cover. HR is a broad discipline, with many specialist areas such as L&D and organisational design – expecting one HR leader to cover them all well while maintaining efficiency is unrealistic. This is coupled with the fact that many HR leaders are often expected to both handle day-to-day issues and set strategy. It is perhaps no wonder then that average CHRO tenure has fallen, with one in five serving less than two years in the role.

Enter the fractional CHRO. More businesses are enlisting the help of part-time, freelance HR leaders to work alongside their HR teams. Brought in on a ‘pay for what you need’ basis, these leaders act as senior support, offering strategic thinking and targeted skills to help businesses stay on top of increasing CHRO demands and responsibilities. So, what does enlisting fractional CHRO talent look like, and how can they help leaner HR teams and leaders with business transformation?

The rise of the fractional CHRO

Fractional CHROs are experienced C-suite leaders who have left corporate life to become self employed and build a portfolio of clients. They work with each on a part-time or flexible basis, typically one day a week for a period of 18 months to two years. This allows them to stay proactive, respond to ongoing issues and create meaningful impact.

Fractional CHROs are often brought in because the existing HR function is not delivering at the level it is expected to or if the current HR leader is on long-term leave.

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