"Fractional HR leaders are known for achieving early momentum while creating frameworks that last," continues Hemmings. "Given Colin’s experience leading resourcing and systems at global organisations, he is delivering immediate improvements, such as refreshing employer messaging, optimising recruiting workflows, and launching L&D pilots, while laying the foundation for a broader HR team."
But while having an understanding of the sectors where he works, Minto is wary of becoming too embedded within each business where he works. The value he brings is equally in the independent "helicopter perspective" he offers over the business and as such, that view can become compromised if he becomes too ingrained in one particular world.
Minto currently works for three diverse organisations and notes he’d probably draw the line at five clients, giving himself scope should any of those arrangements come to an end. Flack had one instance when he was working concurrently for three organisations all of whom had significant needs from him at the time. It was a highly demanding time for Flack and there is clearly a balance to be struck when accepting new clients and determining what is required from each one.
Interestingly, as this area of the HR market is developing, fractional HR advisors are presenting their clients with more specific projects or tasks they can deliver on rather than a general HR service. “Often, fractional HR consultants will have pre-set products – for example, an HR audit – however, from there, they tailor their work to the specific and unique needs of the client company," explains James. "Without the ability to tailor their services and be strategic, the HR consultant will be supplying highly commoditised HR advice, which is less valuable and priced accordingly – not to mention being more substitutable with AI."
Fractional HR director Sarah Symes believes the fractional model in HR will continue to grow in the future, adapting to the changes in the HR function and other influences within people management. "The trend toward fractional HR is expected to grow as organisations need more flexible resourcing solutions, skills shortages persist, AI adoption increases, and employee tenure continues to shorten across generations," she says. "Companies will increasingly rely on ‘just in time’ expertise to meet evolving business needs."
For those with the skills and aptitude, fractional HR will offer a varied, rewarding, and sustainable way to practice professional into the future.