Fractional CHRO

Designation: 

Partner

Position: 

Fractional Chief Human Resource Officer

Job Type: 

Consultant

Benefits

Revenue distribution or a fixed hourly rate, with the possibility of equity tied to each client assignment

Reports to: 

Founder/CEO

Job Overview

The Fractional Chief Human Resources Officer (CHRO) will provide strategic leadership and expertise in human resources on a part-time basis. This role is ideal for organizations seeking experienced HR leadership to guide talent management, organizational development, and employee engagement without the commitment of a full-time position.

Key Responsibilities

1. HR Strategy Development:
   • Create and implement comprehensive HR strategies that align with the organization’s overall business objectives.
2. Talent Acquisition:
   • Oversee recruitment efforts, ensuring the organization attracts and retains top talent.
3. Employee Development:
   • Develop and implement training and development programs to enhance employee skills and career growth.
4. Performance Management:
   • Establish performance management systems to evaluate employee performance and align it with organizational goals.
5. Culture and Engagement:
   • Foster a positive organizational culture that promotes employee engagement, satisfaction, and retention.
6. Compliance and Policy Management:
   • Ensure HR practices comply with employment laws and regulations, and develop organizational policies as needed.
7. Compensation and Benefits:
   • Oversee the development and administration of compensation and benefits programs to attract and retain talent.
8. Stakeholder Communication:
   • Communicate HR strategies and initiatives to the CEO, Board, and other stakeholders effectively.
9. Diversity and Inclusion:
   • Promote diversity and inclusion initiatives to create a more equitable workplace.
10. HR Metrics and Analytics:
    • Establish key performance indicators (KPIs) to measure the effectiveness of HR initiatives and report on outcomes.

Key Measures

1. Employee Engagement Scores: Track engagement levels through surveys and feedback, aiming for continuous improvement.
2. Talent Retention Rates: Measure retention rates and turnover metrics to assess the effectiveness of talent management strategies.
3. Time to Hire: Monitor the average time taken to fill open positions against established benchmarks.
4. Training Participation Rates: Evaluate employee participation in training and development programs.
5. Performance Management Effectiveness: Assess the effectiveness of performance evaluations and employee development plans.
6. Compliance Metrics: Monitor compliance with employment laws and regulations, assessing any breaches.
7. Diversity Metrics: Evaluate diversity and inclusion initiatives through demographic analysis and feedback.
8. Compensation Competitiveness: Assess the competitiveness of compensation and benefits packages against industry standards.
9. KPI Achievement: Ensure established KPIs for HR performance are met or exceeded on a regular basis.
10. Stakeholder Satisfaction: Gauge engagement and satisfaction levels from stakeholders regarding HR initiatives and communication.

Qualifications

• Education:
  • Bachelor’s degree in Human Resources, Business Administration, or a related field; Master’s degree or MBA preferred.
• Experience:
  • 10+ years of experience in human resources leadership roles, preferably in a fractional capacity.
  • Proven track record of developing and executing successful HR strategies.
• Skills:
  • Strategic Thinking: Strong ability to develop and implement effective HR strategies.
  • Communication: Excellent verbal and written communication skills.
  • Analytical Skills: Proficiency in analyzing HR data and metrics to drive decision-making.
  • Interpersonal Skills: Strong ability to build relationships and engage with employees at all levels.
  • Adaptability: Ability to pivot strategies in response to changing organizational needs.
• Personal Attributes:
  • Passionate about people management and organizational culture.
  • Resilient and adaptable, with a strong focus on results and continuous improvement.
  • Collaborative leader with a focus on team empowerment and engagement.

Benefits

• Competitive compensation based on hourly or project-based engagement
• Flexible working hours and remote work options
• Opportunity to work with innovative organizations and industries
• Dynamic and inclusive work environment