Fractional Chief People Officer for Scaling and Complex Organisations
Strategic CPO-level leadership, on the days you need it. Rosie Hewat — Chartered FCIPD with 25+ years partnering with founders, CEOs and boards — embeds as your fractional Chief People Officer to align people strategy with commercial performance, prepare you for growth or exit, and de-risk the moments that matter.
When founders and CEOs need a CPO — but not a full-time one
A fractional Chief People Officer gives you the strategic weight of a CPO without the headcount, the lead time, or the long-term commitment. Rosie embeds alongside your leadership team for an agreed cadence — a few days a week or month — and operates as a true peer to the CEO, CFO and COO, not a service provider on the periphery.
This is the right model when you're scaling fast, navigating restructuring or a transaction, between substantive CPO hires, or carrying the people function on a founder's plate when it has outgrown that.
Common moments we step in
Fractional engagements are most valuable where the cost of getting people strategy wrong is high — and the timeline does not allow for a 4-to-6-month executive search.
Series A–C scaling — from 30 to 200+ headcount
Pre-transaction: investment, acquisition or exit prep
Post-acquisition integration and people TUPE
Maternity, gardening-leave or between-CPO cover
Founder-led companies outgrowing operational HR
Regulated environments — fintech, financial services, public sector
Restructuring, redundancy or culture intervention
International expansion — UK, Europe, Africa, Middle East
What's included in a fractional CPO engagement
Every engagement is shaped to the organisation, but the scope typically covers the full remit of a senior in-house Chief People Officer — adapted to the stage and complexity of the business.
People strategy aligned to commercial goals and board expectations
Executive and senior hiring — strategy, briefs, search partner selection
Organisational design, operating model and workforce planning
Performance, reward, governance and compliance frameworks
Culture, leadership development and team effectiveness
Mentoring and uplifting the existing people team
Board and investor reporting on people, risk and capability
Hand-off and onboarding when a permanent CPO is appointed
A peer to the C-Suite, not a service provider
Rosie doesn't operate as outsourced HR or interim cover. She sits at the leadership table, contributes to commercial discussions, and is accountable for outcomes — the same standard you'd expect from a permanent CPO. Engagements are typically 1–3 days a week over 3–12 months, structured to deliver measurable shifts in capability, capacity and risk.
Why founders and boards bring in Rosie
Rosie is a Chartered FCIPD with 25+ years scaling organisations from teams of 10 to global workforces of 600+ across the UK, Europe, Africa and emerging markets — including fintech, regulated and public sector environments. She is an "expert generalist" — a rare profile that combines deep specialism across hiring, organisational design, governance, culture and performance.
Chartered FCIPD — held to the highest professional standard
Finalist, British Recruitment Awards 2025 (×2 categories)
Trustee, Trust for London — Finance & Resources Committee
Executive Contributor, Brainz Magazine
How an engagement starts
A first 30-minute call to understand the situation, the constraints and the outcome you need. From there, a written scope of work — cadence, deliverables, milestones, exit point — typically within 5 working days. Most engagements begin within 2–3 weeks of first contact.
FAQ
What's the difference between a fractional CPO and an interim HR Director?
Fractional means long-term partnership at a part-time cadence — typically 1–3 days a week for 3–12 months, sometimes longer. Interim is full-time cover for a specific gap, usually 3–9 months. A fractional CPO is more strategic; an interim HRD is operational continuity. Rosie offers both, depending on what the business actually needs.
How much does a fractional CPO cost?
Fees are agreed up-front and depend on cadence and scope. As a benchmark, fractional CPO engagements typically range from £4,500 to £12,000 per month for 1–3 days a week. This is materially less than a permanent CPO salary plus benefits and equity, with comparable strategic output and far faster onboarding.
Do you only work with London-based companies?
No. The practice is London-led but works UK-nationally and internationally. Rosie has supported organisations across Europe, Africa and the Middle East — engagements are typically hybrid, with in-person time concentrated around leadership offsites, board meetings and critical milestones.
Will you work alongside our existing HR team?
Yes — that's the most common shape. Rosie typically partners with an existing HR Manager, People Lead or Head of People, providing the strategic layer above and mentoring them in the role. Many engagements end with the in-house team materially uplifted and ready to operate without fractional support.
Can you help us hire the permanent CPO who replaces you?
Yes, and this is a strong outcome for many engagements. Rosie can write the brief, run the search alongside a chosen executive search partner, sit on the interview panel, and onboard the permanent CPO — a clean hand-off rather than a gap.
Ready to stop firefighting?
The first 15 minutes of our consultation call is on us — no forms, no friction. Tell us what you're working on and we'll tell you straight whether we're the right fit.
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