Fractional Chief People Officer
I provide strategic HR expertise to high-growth series C upwards organisations who are scaling rapidly and working towards funding rounds, acquisitions or exit.
​
In a fractional capacity I provide long term partnership over an agreed number of days per week or month.
Growth and sale preparation
Businesses on a growth journey need more than just day-to-day HR support, they need a people strategy that truly enables their scaling ambitions. While smaller organisations generally have operational HR in place to manage daily needs, there’s often a gap between this and the strategic input of an experienced Chief People Officer.
That’s where I come in.
By partnering with the in-house HR function and the leadership team, I help bridge the gap between operational and strategic HR. Together, we lay the groundwork for sustainable growth, ensuring the business is not only equipped to scale, but also prepared for key milestones like investment or exit.
Mergers & Aquisitions
Navigating a sale transaction is a pressurised, complex, and time intensive process. Yet all too often, the role of HR is brought in too late, if at all. In my experience, involving a Chief People Officer from the very beginning, alongside the CEO, CFO, and COO, is a critical success factor.
​
It’s not just about providing people data and insights during due diligence - though vital - It’s also about preparing the narrative for employees, and shaping communication that’s thoughtful, transparent, and aligned with the organisation’s values. Done right, this helps ensure the transaction is positively received internally and sets the business up for success post-acquisition.
​
The CPO doesn’t just support the process, they help shape it, playing a role in commercial discussions is every bit as vital as any other member of the C-suite.
Post-acquisition alignment and integration
Once the deal is done, that’s when the real work begins. The celebrations are over, the dust has settled, and now it’s time to figure out how to successfully integrate a new organisation.
​
Systems and processes are one thing. But if you don’t get the people and culture piece right, everything else is at risk.
Retaining top talent is essential for post-acquisition stability. Just as important is identifying the individuals best placed to lead the business into its next chapter. Integration isn’t just about blending org charts, it’s about navigating the complexity of people, emotions, and expectations in a new environment.
​
This process must be led from the top. And when it comes to shaping what that looks like, the Chief People Officer, working in close partnership with the CEO and broader C-suite, is the person best to lead the way.
Leadership compatibility pre- and post-acquisition
Culture starts at the top, and when two organisations come together, you’re often bringing together two leadership teams who’ve previously operated independently. Now, they need to align and collaborate to make integration a success.
​
If that alignment doesn’t happen early, the consequences can be significant, impacting performance, morale, and long-term outcomes.
​
With decades of experience in leadership assessment and development, I work closely with senior teams to evaluate capabilities and identify growth opportunities.
By doing this, we can lay the groundwork for better ways of working and ensure the leadership team is set up for success on the other side of the deal.
How is a fractional Chief People Officer different from a HR consultant?
As a Fractional Chief People Officer, I aim to be a true partner to the organisation, building long-term relationships and growing alongside the business.
While larger, more established companies require a full-time CPO, scaling businesses typically don’t need that level of permanent support just yet. That’s where a fractional model comes into its own.
It offers all the experience an experienced CPO but in a more flexible, dynamic, and cost-effective way.
In contrast, HR consultants usually work on short-term, project-based assignments, such as a one-off reorganisation or designing a new onboarding programme.
They deliver the project and then step away, often without the opportunity to build deeper relationships or contribute to long-term goals. With a Fractional CPO, you gain both strategic continuity and the ability to scale people strategy in sync with your business goals.
Board Advisor & NED
From start ups to large corporates and charitable organisations, in an advisory capacity I am able to provide board level expertise, strategic input and healthy challenge joining key board meetings as and when needed.
As a commercially minded, business focused HR leader, I bring my expertise to organisations in both Non-Executive Director and advisory capacities. Over the course of my career, I’ve held several roles in this space, beginning many years ago as a volunteer on the Board of Governors at a local school.
Since then, I’ve contributed to various HR advisory boards, including the London HR Connection, HR.com, and most recently, the Women in HR Network. I’m also proud to support the people agenda at Macmillan Cancer Support, a UK-based charity, offering guidance as part of their People Committee.
​
These roles reflect my passion for sharing knowledge, giving back, and helping shape better workplaces across sectors.