Chief Human Resources Officer
Fractional CHRO
People risk is the most jurisdiction-specific thing a growing company carries, and in this region it is where the largest unpriced liabilities sit — severance scales, work permit quotas, localisation requirements, contractor classification.
A fractional CHRO is usually bought either after an expensive mistake or before a scale-up that would create one. The work is structural: contracts, policies, org design and the senior hiring process, not day-to-day HR administration.
What they deliver
- Employment contract and policy review across jurisdictions
- Org design, banding and compensation structure
- Senior hiring process and interview discipline
- Performance management that survives a tribunal
- Work permit, localisation and contractor classification strategy
- Building the in-house HR function and hiring its lead
Signals you need one
- You employ people in more than one country and the contracts came from a template
- A senior exit is coming and you do not know what it will cost
- Headcount is about to cross a threshold that changes your obligations
- You are relying on contractors in a market that is tightening classification rules
- Senior hiring keeps producing the wrong people
Most often bought for
Entering a new market
Structure, entity, licensing and the local obligations that are cheap to get right and expensive to retrofit.
Scaling past the founder
Building the structure that lets a business grow without everything routing through one person.
Family business and succession
Professionalising governance without displacing the family that built the business.
Fractional CHRO by city
What this costs, and what governs it, changes materially by market. Start where the business is.