Is fractional HR leadership your next career move?
If you’ve spent your career leading people strategy and delivering results at HR Director level, there’s a growing opportunity to work differently – without compromising on impact.
Fractional HR leadership is on the rise. For experienced senior HR professionals, it offers the chance to step into high-impact roles with ambitious businesses, embed yourself in the leadership team, and drive meaningful change – all while working on a flexible, part-time basis.
Dominique spoke to Barry Flack, a seasoned HR leader and fractional HRD, to explore what makes this model so appealing – and what you need to succeed in it.
What is fractional HR leadership – and how is it different?
Unlike interim or advisory roles, fractional HR is embedded. You join the business as part of the leadership team, taking ownership of the full HR agenda, from strategy to delivery.
“You’re not advising from the sidelines,” Barry explains. “You’re in the business, accountable for outcomes, and expected to deliver just as a full-time HRD would – just more efficiently and often more effectively.”
Fractional HR leaders typically support growing or transforming businesses – often start-ups, scale-ups or private equity-backed firms – who need experienced HR leadership but don’t yet require, or can’t justify, a full-time hire.
Why experienced HR leaders are making the move
One of the biggest appeals is variety. As Barry puts it: “You get to solve interesting people problems with a clean slate – and often with a leadership team who are open to doing things differently.”
This isn’t about taking a step back – it’s about applying all the expertise you’ve built over your career in a way that’s focused, impactful and fulfilling. You’ll work directly with CEOs and founders, bring clarity to complex challenges, and help shape the future of growing organisations.
It’s also a great fit for those who want more control over their time, portfolio and work-life balance – while staying at the top of their game.
What makes a great fractional HR leader?
If you’re considering this path, it’s worth reflecting on how you like to work. Successful fractional HRDs are self-starters who are comfortable navigating ambiguity, working at pace, and stepping into unfamiliar territory with confidence.
“You need the credibility of having been there and done it,” Barry says. “But also the humility to roll up your sleeves and get things moving – fast.”
Being embedded means balancing strategic direction with operational delivery. It’s about aligning people strategy to business goals, bringing the HR function to life, and creating real value – quickly.
Building a business – not just delivering projects
While fractional roles are part-time by design, they’re far from casual. Most successful fractional HR leaders run this as a business in its own right – often managing multiple client relationships at once. That means mastering not just delivery, but also business development, pipeline management and long-term relationship-building. As Barry points out, “You have to keep one eye on your next opportunity, even when you’re knee-deep in solving the current one.”
Is now the right time?
Fractional HR leadership isn’t just a trend – it’s a response to how businesses are evolving. As more companies embrace agile models, flexible structures and targeted expertise, the demand for embedded, part-time HRDs is rising.
If you’re looking for a different way to lead – one that plays to your strengths, values your experience, and keeps you close to the action – this could be your next step.
At Frazer Jones, we work with an expanding network of organisations across the UK and internationally who are seeking exceptional fractional HR talent. If you’re ready to explore what this could look like for you, we’d love to help you make the move.
