Fractional Head of People for Scaling and Purpose-Led Organisations
Senior people leadership, without the full-time hire. King HR Advisory provides a fractional Head of People: an experienced, Chartered HR leader who works with your leadership team or board for a set number of days each month, owning your people strategy and the risks that come with it.
It suits organisations that have outgrown informal HR but are not ready, or do not need, to pay for a full-time director.
What a fractional Head of People does
The role is what an in-house Head of People would do, delivered in fewer days. Typical work includes:
People strategy. Setting out what the organisation needs from its people over the next one to three years, and how to get there.
Leadership and board support. Advising the leadership team, and reporting to the board or trustees on people risk, workforce data and priorities.
Employee relations oversight. Making sure difficult cases are handled properly, and stepping in personally on the ones that matter.
Structure and workforce planning. Roles, reporting lines, resourcing and growth plans that fit the budget.
Recruitment and onboarding. Making sure the hiring approach, employer brand and induction do what the organisation needs, and supporting senior appointments.
Reward and policy. Pay and benefits frameworks, and policies and contracts that are up to date and workable.
Culture and engagement. Practical work on how the organisation feels to work in, from values to manager capability.
The priorities differ for every client. The first month is spent working out which of these matter most.
When a fractional Head of People makes sense
The usual triggers are growth, change and risk. The organisation has passed the point where the founder or chief executive can hold everything together, a restructure or merger is coming, the board is asking questions that nobody can answer, or a run of difficult people issues has shown that the foundations are missing.
Compared with the alternatives:
A full-time hire costs a salary, benefits and recruitment fees, and only pays off if there is enough work to fill the role.
A consultant on call solves the problem in front of you, but rarely owns the strategy or the long-term picture.
A fractional lead sits in between. You get senior ownership and continuity for the days you need, and you can scale up or step down as the organisation changes.
How it works
A discovery conversation. We talk about where the organisation is, where it is heading and what is getting in the way.
A first 90 days plan. We agree the priorities, the days per month and how progress will be reported.
Regular rhythm. We are part of your leadership routine: agreed days, a named lead, and a review of progress with the board or leadership team.
Many clients start with a fixed number of days per month and adjust as needs change. There is no need to commit to more than the organisation requires.
Who you would work with
Jason, co-founder of King HR Advisory, is a Chartered member of the CIPD with an MSc in Human Resource Management (Distinction) and more than 15 years of senior HR experience across international operations and regulated environments. He has also served as a charity trustee, so he understands how boards and governance work from the inside. King HR Advisory's second adviser provides cover so that your support does not depend on one diary.
Questions we are often asked
How many days a month do I need? It varies with the size and complexity of the organisation and the stage it is at. We agree it up front and review it regularly.
Can you attend board or trustee meetings? Yes. Reporting to the board or trustees is a core part of the role.
Do you do the day-to-day HR administration? No. We provide leadership and advice, and work alongside whichever HR system and administration support you already have. If you need administrative support, we can help you work out what to buy.
Do you work with charities? Yes. Purpose-led organisations are a large part of our work.
Talk to us
If you are wondering whether a fractional Head of People would fit, book a discovery call. If you would like a starting point first, our People Risk Scorecard shows where your people risks sit.