Fractional Human Resources
After 20+ years in Corporate America and human resources, I refused to accept the binary choice between burnout and stepping away. Additionally, I’ve observed leaders who reach retirement age but still have so much to offer and are ushered out far ahead of their time.
That's why I went fractional, and I encourage others to consider it too.
Here's what companies don't get about fractional leadership:
- This isn't gig work. We're experienced C-suite executives who choose to serve multiple organizations strategically.
- As a fractional Chief Human Resource Officer, I deliver $500K/year expertise for a fraction of the cost and only for the time they need it - depending on size and needs of the client and with no long-term commitments or benefit costs.
- Companies access top-tier leadership exactly when they need it, paying only for the value they use.
- People of retirement age may want to slow down but why does a company have to completely lose their institutional knowledge, incredible talent and wisdom when they could still be leveraged in a fractional engagement.
The old model is broken and should be challenged if it is so rigid around full-time, long-term employment structures.
Watching seasoned executives leave the workforce because they can't find flexibility at their level isn't just a personal loss. It's a massive waste of expertise that businesses desperately need.
That's why I joined the Fractional community and have created a portfolio career I am proud of. We're not just changing how we work. We're transforming how companies access executive talent.
The future of leadership isn't about choosing between all or nothing.
It's about precision, flexibility, and sustainable excellence.
