Welcome to HR360 – where we discuss the most recent trends, challenges, and strategies shaping the HR agenda for SMEs. Whether you’re leading an expanding team, building a resilient business, or in times of uncertainty, this is your place for real-world insights and practical ideas.

Today’s edition tackles a key question for growing businesses: How can a fractional CHRO help bring structure and rhythm to your company?

Most founders don’t think about HR until they absolutely have to.

When there’s high attrition. When managers are stretched too thin. When teams feel demotivated but can’t say why. That’s exactly where this high-growth startup found itself when they reached out to me.

The business had grown fast, riding on a strong product and aggressive sales. But inside the company, the story was different:

• People were working long hours with little clarity
• Managers were struggling to lead but didn’t have the tools or language
• HR was reduced to hiring, payroll, and firefighting issues after they escalated

Everyone was doing their best. But without structure, even the best efforts were going in circles.

The Starting Point: An Organisation Without a Rhythm

When I first engaged with the leadership team, one thing was clear, this wasn’t about people problems. It was about missing systems.

• Roles were blurred. Teams didn’t know who owned what.
• Performance was reactive. Appraisals happened, but they felt disconnected from outcomes.
• Culture felt top-down. Employees didn’t feel safe speaking up, and leaders were frustrated.

They didn’t need a 20-slide HR strategy deck. They needed traction. Fast.

What We Introduced Over 6 Months As a fractional CHRO, my goal wasn’t to overhaul everything. It was to identify high-leverage shifts and embed them in the business.

Here’s what we rolled out:

• Role clarity workshops that aligned job responsibilities with business goals
• Quarterly performance rituals with short, structured check-ins linked to KPIs and feedback
• Manager coaching with simple playbooks for handling delegation, difficult conversations, and team rhythms
• Cultural alignment through team charters, recognition loops, and leadership behavior modeling

We also worked closely with the CEO and function heads to build buy-in across levels. No jargon, no buzzwords. Just practical systems, anchored in outcomes.

The Results: Measurable, Meaningful, and Repeatable

By the end of the second quarter:

• Team NPS rose by 20 points, measured via anonymous pulse surveys
• Attrition among key roles dropped 35%
• Managers reported better clarity, confidence, and accountability
• Cross-functional friction reduced as ownership became clearer

Most importantly, leadership finally had visibility into how the people engine was supporting (or stalling) the business engine.

Final Thought: You Don’t Need a Full-Time CHRO

What you need is:

• Systems that scale
• A sounding board for your leaders
• Someone who’s seen these patterns before and knows what to do next

That’s what fractional HR leadership brings. It’s not just about fixing problems. It comes down to providing your teams with the direction and assurance when they need to go from chaos to momentum.

→ If this sounds like where your business is, I’d be happy to talk through what’s worked and what to watch out for.