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
Senior HR without the cost. You need the judgment but can't justify a full-time hire.
Decisions without a voice. People calls being made without senior HR at the table.
Difficult cases, wrong people. ER work landing on those without the experience to handle it.
Quiet attrition. Good people leaving and you can't quite work out why.
How I help
Ongoing fractional support. 1–2 days a month through to 1–2 days a week.
At the leadership table. Sit alongside the team on hiring, performance, exits, and comp.
The difficult work. Lead disciplinaries, grievances, restructures, and live ER cases.
Talent and retention strategy. Build frameworks rooted in your specific situation.
Defined scope, defined outcome. The HR work that needs doing — done properly.
Challenges
A specific moment. Redundancy, restructure, or major exit that needs senior HR leadership.
HR for a defined period. Build or run the function until a permanent lead is hired.
Specialist HR work. Policy refresh, handbook, comp framework, compliance review.
A dispute or incident. Something has surfaced and needs careful, senior handling.
How I help
Restructures done right. Run redundancy rounds, restructures, and TUPE with rigour and humanity.
Policies and frameworks. Build or rebuild handbooks, policies, and comp structures.
Live ER cases. Handle disciplinaries, grievances, and settlement agreements end-to-end.
Defined scope. Fixed fee, fixed timeline, planned around your business.
HR systems chosen and implemented by someone who's actually used them.
Challenges
A bewildering vendor landscape. You need HR systems but every demo looks the same.
Solutions that don't fit. Pitches that bear no relation to how your business actually works.
An implementation that didn't land. Adoption is patchy and the system isn't trusted.
A team that needs to use it. Otherwise you've bought a system, not a solution.
How I help
Vendor-agnostic. Not tied to any platform or referral arrangement.
Experience with: SuccessFactors, BambooHR, Greenhouse, Workable, Lattice, 15Five + more
Implementation oversight. From someone who's been the user, not just the consultant.
Adoption work. Training, communication, and embedding into how your team actually 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
Senior HR roles + ran a £3M+ recruitment business
25y senior HR
From founder-led businesses to PE-backed scale-ups
Henley Business School
Executive coach, Henley Business School trained
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.
