Services

What exactly is a fractional CPO and how does it work?

A fractional CPO (Chief People Officer) provides board-level HR expertise on a part-time basis—typically 1-3 days per week. Rather than hiring a full-time executive at £200k-£400k+ annually, you get strategic HR leadership exactly when you need it. I work alongside your leadership team to build people infrastructure, navigate transitions, and drive transformation. Engagements typically last 6-18 months and scale based on your needs. When our work concludes, you're left with a self-sustaining people function—building capability, not dependency.

How is this different from using an HR consultant?

Traditional HR consultants typically deliver reports and recommendations, then leave you to implement. I don't just advise—I build. I roll up my sleeves and create what you need: your HRIS, your reward framework, your talent acquisition process, your leadership programme. I'm embedded with your leadership team, operating as your CPO for the duration of our engagement. You get hands-on execution combined with strategic thinking, not just a PowerPoint deck.

We already have an internal HR person/team. Can you still help?

Absolutely. Many of my clients have internal HR resources who handle day-to-day operations brilliantly but need strategic leadership and external challenge. I work alongside your existing team, elevating their capabilities and developing them to operate more strategically. I focus on building the frameworks, systems, and infrastructure while your team executes the operational work. When our engagement ends, your internal team is stronger and more capable—ready to sustain what we've built together.

What exactly is a fractional CPO and how does it work?

A fractional CPO (Chief People Officer) provides board-level HR expertise on a part-time basis—typically 1-3 days per week. Rather than hiring a full-time executive at £200k-£400k+ annually, you get strategic HR leadership exactly when you need it. I work alongside your leadership team to build people infrastructure, navigate transitions, and drive transformation. Engagements typically last 6-18 months and scale based on your needs. When our work concludes, you're left with a self-sustaining people function—building capability, not dependency.

How is this different from using an HR consultant?

Traditional HR consultants typically deliver reports and recommendations, then leave you to implement. I don't just advise—I build. I roll up my sleeves and create what you need: your HRIS, your reward framework, your talent acquisition process, your leadership programme. I'm embedded with your leadership team, operating as your CPO for the duration of our engagement. You get hands-on execution combined with strategic thinking, not just a PowerPoint deck.

We already have an internal HR person/team. Can you still help?

Absolutely. Many of my clients have internal HR resources who handle day-to-day operations brilliantly but need strategic leadership and external challenge. I work alongside your existing team, elevating their capabilities and developing them to operate more strategically. I focus on building the frameworks, systems, and infrastructure while your team executes the operational work. When our engagement ends, your internal team is stronger and more capable—ready to sustain what we've built together.

What exactly is a fractional CPO and how does it work?

A fractional CPO (Chief People Officer) provides board-level HR expertise on a part-time basis—typically 1-3 days per week. Rather than hiring a full-time executive at £200k-£400k+ annually, you get strategic HR leadership exactly when you need it. I work alongside your leadership team to build people infrastructure, navigate transitions, and drive transformation. Engagements typically last 6-18 months and scale based on your needs. When our work concludes, you're left with a self-sustaining people function—building capability, not dependency.

How is this different from using an HR consultant?

Traditional HR consultants typically deliver reports and recommendations, then leave you to implement. I don't just advise—I build. I roll up my sleeves and create what you need: your HRIS, your reward framework, your talent acquisition process, your leadership programme. I'm embedded with your leadership team, operating as your CPO for the duration of our engagement. You get hands-on execution combined with strategic thinking, not just a PowerPoint deck.

We already have an internal HR person/team. Can you still help?

Absolutely. Many of my clients have internal HR resources who handle day-to-day operations brilliantly but need strategic leadership and external challenge. I work alongside your existing team, elevating their capabilities and developing them to operate more strategically. I focus on building the frameworks, systems, and infrastructure while your team executes the operational work. When our engagement ends, your internal team is stronger and more capable—ready to sustain what we've built together.

How much does it cost and how quickly can we get started?

Investment varies based on your needs, scale, and complexity. During our initial 30-minute conversation, I'll provide a clear proposal outlining engagement model, scope, timeline, and investment. What you're investing in is 20 years of proven HR leadership experience, strategic frameworks refined across multiple organisations, and building infrastructure that significantly increases your enterprise value. From first conversation to engagement typically takes 2-3 weeks—not months. The fastest way to explore whether True Scale HR is right for you is to book an introduction call

What happens if we decide we need a full-time CPO after all?

That's actually a great outcome and happens fairly often. Sometimes through our work together, you'll realize you're ready for full-time leadership—or you've grown to the scale where it makes financial sense. I can help you hire the right permanent CPO by defining the role properly, screening candidates, and ensuring a smooth handover. I've built the infrastructure and developed your team, so the incoming CPO inherits a solid foundation rather than starting from scratch. My goal is always to leave you in the best possible position, whether that's with me fractionally, independently, or with full-time leadership.

Do you only work with companies in specific industries or sectors?

No. I've led HR across healthcare, sustainability, communications, and technology sectors—spanning the US, Europe, and APAC. This breadth of experience is actually an advantage: I bring cross-industry insights and proven frameworks that work regardless of sector. Whether you're in tech, professional services, manufacturing, or any other industry, the fundamentals of building scalable people infrastructure, navigating transformation, and developing leadership remain consistent. What matters most is your growth stage and the people challenges you're facing, not your industry.

How much does it cost and how quickly can we get started?

Investment varies based on your needs, scale, and complexity. During our initial 30-minute conversation, I'll provide a clear proposal outlining engagement model, scope, timeline, and investment. What you're investing in is 20 years of proven HR leadership experience, strategic frameworks refined across multiple organisations, and building infrastructure that significantly increases your enterprise value. From first conversation to engagement typically takes 2-3 weeks—not months. The fastest way to explore whether True Scale HR is right for you is to book an introduction call

What happens if we decide we need a full-time CPO after all?

That's actually a great outcome and happens fairly often. Sometimes through our work together, you'll realize you're ready for full-time leadership—or you've grown to the scale where it makes financial sense. I can help you hire the right permanent CPO by defining the role properly, screening candidates, and ensuring a smooth handover. I've built the infrastructure and developed your team, so the incoming CPO inherits a solid foundation rather than starting from scratch. My goal is always to leave you in the best possible position, whether that's with me fractionally, independently, or with full-time leadership.

Do you only work with companies in specific industries or sectors?

No. I've led HR across healthcare, sustainability, communications, and technology sectors—spanning the US, Europe, and APAC. This breadth of experience is actually an advantage: I bring cross-industry insights and proven frameworks that work regardless of sector. Whether you're in tech, professional services, manufacturing, or any other industry, the fundamentals of building scalable people infrastructure, navigating transformation, and developing leadership remain consistent. What matters most is your growth stage and the people challenges you're facing, not your industry.

How much does it cost and how quickly can we get started?

Investment varies based on your needs, scale, and complexity. During our initial 30-minute conversation, I'll provide a clear proposal outlining engagement model, scope, timeline, and investment. What you're investing in is 20 years of proven HR leadership experience, strategic frameworks refined across multiple organisations, and building infrastructure that significantly increases your enterprise value. From first conversation to engagement typically takes 2-3 weeks—not months. The fastest way to explore whether True Scale HR is right for you is to book an introduction call

What happens if we decide we need a full-time CPO after all?

That's actually a great outcome and happens fairly often. Sometimes through our work together, you'll realize you're ready for full-time leadership—or you've grown to the scale where it makes financial sense. I can help you hire the right permanent CPO by defining the role properly, screening candidates, and ensuring a smooth handover. I've built the infrastructure and developed your team, so the incoming CPO inherits a solid foundation rather than starting from scratch. My goal is always to leave you in the best possible position, whether that's with me fractionally, independently, or with full-time leadership.

Do you only work with companies in specific industries or sectors?

No. I've led HR across healthcare, sustainability, communications, and technology sectors—spanning the US, Europe, and APAC. This breadth of experience is actually an advantage: I bring cross-industry insights and proven frameworks that work regardless of sector. Whether you're in tech, professional services, manufacturing, or any other industry, the fundamentals of building scalable people infrastructure, navigating transformation, and developing leadership remain consistent. What matters most is your growth stage and the people challenges you're facing, not your industry.

Can you help with specific projects rather than ongoing fractional support?

Yes. Beyond fractional CPO services, I deliver bespoke projects with defined scope and measurable outcomes. This includes reward design and benchmarking, HR technology implementation, M&A integration, leadership development programmes, EVP creation, organizational design, culture transformation, and DEI strategy. These projects typically run 3-6 months and are ideal for organizations with capable internal HR teams who need deep expertise for specific initiatives. During our initial conversation, we'll determine whether ongoing fractional support or a defined project makes most sense for your situation.

How do you work with our leadership team if you're only here part-time?

I structure my time strategically. On my designated days (typically 1-3 per week), I'm fully embedded—attending leadership meetings, working directly with your team, making decisions, and driving execution. Between sessions, I'm available via email for urgent matters and continue progressing on deliverables. Most clients find this rhythm actually increases focus and efficiency—we make the most of our time together because it's deliberately structured. You get board-level thinking and hands-on delivery without someone in the office full-time managing operational minutiae that your internal team can handle.

What if it's not working out? How flexible is the engagement?

I build our agreements with flexibility and clear milestones. Most engagements include natural review points (typically every 3 months) where we assess progress, adjust scope if needed, and ensure we're both getting value from the partnership. If for any reason it's not the right fit, we can adjust the engagement structure or conclude professionally with a proper handover. That said, this rarely happens because we're very clear upfront about expectations, deliverables, and fit during our initial conversations. The 30-minute introduction call is designed precisely to avoid mismatched engagements—honesty and clarity from the start prevents issues later.