Executive Chair, Prime Light Group
Fractional & Project HR
Senior HR leadership in the shape that fits your business.
I help businesses get senior HR leadership in the shape that fits — ongoing fractional support, a defined project, or HR Tech selection done by someone who's actually used the systems. The work spans founder-led SMEs, PE-backed scale-ups, and CHROs of larger organisations.
Ongoing fractional HR Director support
Talent strategy & retention
Employee relations & people decisions
HR Tech selection (Lattice, Work Smarter)
Senior HR leadership, embedded into your business — without the full-time cost.
Challenges
HR gaps as you grow. The people work now needs experience you don't have in-house.
Going it alone on people. Founders and managers making the hard calls unaided.
Complex cases in the wrong hands. ER work landing on people without the experience for it.
Unexplained attrition. Good people leaving, and no clear read on why.
How I help
Embedded fractional support. From a day or two a month to a couple a week.
A senior voice in the room. Alongside the team on hiring, performance, exits, and pay.
The hard ER work, done right. Disciplinaries, grievances, restructures and live cases.
Retention that holds your best. Talent frameworks rooted in your actual situation.
Defined scope, defined outcome. The HR work that needs doing — done properly.
Challenges
A change that needs handling. A restructure, redundancy or major exit landing without senior HR.
A gap to bridge. Your HR lead has gone, or isn't hired yet, and the work can't wait.
Foundations falling behind. Policies, handbook or compliance out of date and exposing you.
An incident that's surfaced. A dispute or sensitive issue needing careful, senior handling.
How I help
Restructures done right. Redundancy, restructure and TUPE, with rigour and humanity.
Interim HR cover. Build or run the function for a fixed period, scope agreed up front.
Policies and frameworks. Build or rebuild handbooks, policies and pay structures.
A dispute handled. A single grievance, exit or settlement taken end to end.
HR systems chosen and implemented by someone who's actually used them.
Challenges
Every demo looks the same. A crowded vendor market and no clear way to choose.
Solutions that don't fit. Pitches with no relation to how your business actually runs.
A rollout that didn't land. Patchy adoption and a system no one quite trusts.
A team that won't use it. Buy the wrong way and you've a system, not a solution.
How I help
Vendor-agnostic advice. No platform ties, no referral deals — just the right fit.
Chosen around you. Wide experience i.e. SuccessFactors, BambooHR, Workable, Greenhouse, Lattice + more.
Implementation oversight. Led by someone who's been the user, not just the consultant.
Adoption that sticks. Training, comms and embedding into how the team really works.
About
How I work
My approach is shaped by 25 years inside senior people roles — including 5½ years as Global People Director at a London AI consultancy. I've sat in the seats my clients sit in. I know what good looks like, and I know how much of HR work is judgment under pressure rather than process by the book.
The work is calibrated to what your business actually needs — not a standardised consultancy package. Some engagements are heavy and ongoing. Some are short and surgical. What stays constant is senior judgment, direct delivery, and bringing people along rather than pushing them through.
I work with PE-backed scale-ups, founder-led businesses, SMEs, and CHROs of larger organisations — wherever the people work is real and senior judgment matters.
CIPD rigour, Commercial instinct
CIPD Accredited + ran a £3M+ recruitment business
25 years in People & HR roles
Founder-led businesses to PE-backed scale-ups
Henley Business School trained
Executive Coaching: Neuroscience & Psychology
The HR engagement journey
What an engagement looks like
Discovery call
A 30-minute conversation about what's going on and what you're trying to achieve. No pitch, no obligation.
Scoping
A written scope — what I'll do, over what period, at what cost. You decide when (or if) to go ahead.
Engagement
Most engagements start within 2–3 weeks. Sooner if it's urgent — redundancies, exits, and live ER cases often need to move fast.
Ongoing review
Regular reviews so the work is genuinely delivering. The engagement flexes as your situation evolves.
How it works
A clear shape — designed around your business.
Most fractional engagements start at 1–3 days a week and run for 3–12 months minimum. I become an embedded part of the leadership team during that period — known to the team, trusted by exec, and integrated into the rhythms of the business.
Some engagements continue for years. Some scale down to a single day a month once the immediate work is done. The shape adapts to what your business actually needs.
Client stories
What clients say
5.0 · all engagements
Most growing businesses hit a moment where they need senior HR judgment — but not a full-time HR Director. That's where fractional HR earns its keep.
I become the senior HR voice your business needs — embedded into your leadership team, leading on people strategy, and providing director-level judgment on the decisions that matter. Drawing on 5½ years inside a London AI consultancy as Global People Director, I bring perspective most fractional HR Directors don't have — particularly relevant for businesses where AI is already changing how people work.
What I help with
Where senior judgment makes the difference.
01
Employee Relations & People Decisions
The day-to-day senior HR work that often lands at the worst possible moment. Performance issues, difficult conversations, employee relations cases, grievances, dispute resolution. The work that needs experienced judgment rather than a process.
02
Performance Management
Running and modernising the performance systems that drive real conversations and real growth. Whether you need someone holding the existing system together or someone redesigning it for the post-OKR, post-annual-review world.
03
Talent Strategy & Retention
Building the senior thinking that helps you attract, develop and retain the people who matter most. Talent strategy, succession planning, total reward design, organisational design at the leadership level — the work that protects your best people from being someone else's hire.
04
HR Tech selection & implementation
Vendor-agnostic advice on choosing and rolling out modern HR technology. Practitioner-level experience with Lattice, Work Smarter, and the wider HR stack. Honest views on what works and what doesn't — no commission relationships with vendors.
05
Compliance & HR Policy
The foundational work that protects the business and keeps things running cleanly. Policy development, employment law guidance, GDPR, compliance audits. Particularly relevant for smaller businesses without an in-house HR function.
Who I work with
Built for these moments.
CEOs and founders of 50–500 person businesses
CHROs and HRDs leading transformation
PE/VC firms supporting portfolio companies
SMEs needing senior HR support without a full-time hire
Want to talk?
Book a 30-minute call. No pitch, no obligation.
A focused conversation about what's going on and what you're trying to achieve.
