Why more CEOs are choosing fractional HR leadership over full-time hires
With budget pressures, increased business complexity, and the need for strategic HR support, more businesses are turning to fractional HR leadership as a smart alternative to permanent HR Director hires.
In our latest conversation with Barry Flack – a leading voice in strategic HR and experienced fractional HRD – we explore why this embedded model of HR support is gaining traction across the UK and globally.
What is fractional HR leadership?
Fractional HR leadership means embedding a senior HR professional into your organisation – typically on a part-time, flexible basis – to provide the strategic direction, high-level expertise, and delivery expected from a full-time HR Director.
Rather than acting as an external advisor, a fractional HRD is integrated into the business, owning the HR agenda and partnering directly with the leadership team. It’s a model designed to deliver results quickly and effectively – ideal for businesses going through growth, change or transformation.
An agile solution for growing businesses
According to Barry, the demand for fractional HR leaders is rising. “The attraction for CEOs is that it offers a cost-effective, agile solution that still gives you the very best HR leadership,” he explains. “It’s not a watered-down version – it’s full HRD-level capability, just delivered at a fraction of the cost and time commitment.”
This approach is particularly valuable for start-ups, scale-ups, and private equity-backed businesses where the leadership team may not yet need – or be able to justify – a full-time HR executive. The fractional HR model offers access to deep expertise, without the overheads and the ability to scale up or down depending on the context.
Solving complex people challenges – fast
Fractional HRDs are typically brought in to solve complex people issues quickly – whether that’s organisational design, talent strategy, cultural change, or performance frameworks.
“It’s about bringing in someone who’s done it before, who knows how to land strategy and get things moving at pace,” Barry says. “And because it’s an embedded model, you’re not waiting for a proposal – you’re making progress from day one.”
CEOs and founders often value the ability to bring in someone with a strong HR track record – someone who can navigate ambiguity, provide clarity, and make confident decisions in real time.
Driving outcomes, not just offering advice
One of the biggest benefits of fractional HR is the ability to move beyond advice into delivery. Unlike external consulting, this model is about ownership, execution, and real-time collaboration with the C-suite.
Barry explains: “It’s a highly operational role – you’re in the business, rolling up your sleeves, driving outcomes, and making sure the people agenda aligns with the business objectives.”
From optimising talent acquisition to designing performance management systems, fractional HR leaders are focused on high-impact delivery – and on ensuring HR isn’t a bolt-on, but a strategic engine for growth.
A growing trend with lasting impact
As organisations continue to navigate change and uncertainty, the appeal of fractional HR will only grow. The model offers strategic HR leadership without the full-time cost – and with all the impact.
For CEOs looking to build a modern, agile, and fit-for-purpose HR function, fractional HR leadership is fast becoming the go-to solution.
If you’re exploring flexible leadership models or need strategic HR support for your business, get in touch with the Frazer Jones team today. We work with a global network of exceptional fractional HR leaders who can deliver impact – fast.
