Service
Fractional HR Services
A senior HR function, at the size you actually need.
Senior HR leadership and shared HR operations on a part-time engagement, for teams too big to run without HR and too lean to hire a full department.
HR
Operating layer
People
Strategic HR support
Policy
Strategic HR support
Process
Strategic HR support
Leadership
Strategic HR support
The work
Turning operational effort into measurable execution.
You get a named HR partner backed by our shared services bench: policy, hiring, onboarding, performance frameworks and employee relations, at a fraction of a full-time cost.
Ideal for growing D2C brands, start-ups and regional businesses that need industry-benchmark HR practice without building it from scratch.
What's included
Built around the way your operation actually works.
A structured service layer designed to bring consistency, visibility and execution into the operation.
Dedicated fractional HR partner
Policy and handbook design
Talent acquisition support
Onboarding and induction frameworks
Performance review systems
Employee engagement and grievance handling
The challenge
Too big for no HR, too lean for a department
Somewhere between thirty and two hundred people, HR stops being an admin task and becomes a leadership function. Most companies notice only after an exit wave or a grievance that should never have escalated.
Hiring a full-time HR head at that stage is expensive and often premature, so the work lands on a founder or a finance lead who has neither the time nor the benchmark.
1 partner
Named senior HR lead per client
Fixed days
Predictable monthly engagement
Fraction
Of a full-time leadership cost
A senior partner, a shared bench
A clear operating method from start to finish.
Diagnostic
A structured review of policy, hiring, onboarding, performance and attrition data, ending in a prioritised gap list.
Foundation build
Handbook, contracts, leave and grievance policy written to industry benchmark and to the states you operate in.
Operating rhythm
Fixed days on site or online each month: hiring reviews, manager coaching, confirmation and appraisal cycles.
Handover-ready
Everything is documented so an in-house HR hire can take over without rebuilding from zero.
Deploy this when
Where this service creates the most operational value.
- Headcount has crossed thirty without an HR function
- Managers are handling grievances with no framework
- Hiring quality is inconsistent across teams
- You want HR structure before, not after, the next funding round
Questions we get asked
- How much time do we get?
- Engagements are scoped in days per month, typically two to eight, and adjusted as the team grows.
- Does this include recruitment?
- Sourcing support and hiring process design are included; large-volume recruitment is scoped separately.
- What happens when we hire in-house HR?
- We hand over documented systems and can stay on in an advisory capacity during the transition.
Continue exploring
Often deployed together with
Start here
You built it for someone. Let's get it into their hands.
If your product is listed, visible and still not selling the way you know it should, we will find what is blocking it and build the field system that fixes it. It starts with one audit.