Senior, part-time HR leadership
Fractional HR for Ontario small and mid-sized businesses
The HR judgment of a Head of People, a few days a month, for employers who have outgrown running HR off the side of someone’s desk and aren’t big enough to justify a full-time hire.
HR obligations check
What are your HR obligations?
Answer four quick questions about your business and watch the plan build. The tool works out which rules apply to you, so you don’t need any HR knowledge.
How many people work for you?
The book
Your Best 10 Minutes
The 5 Cs of Creative Leadership
Leadership isn’t about titles or endless meetings. It’s about moments.
- Connecting
- Clarity
- Compassion
- Courage
- Coaching
Coming 2026 · not yet available to buy · With a foreword by Roz Usheroff.
Be first to know when it’s out.
You’re on the list. One email, at launch.
One email at launch. Nothing else.
The service
Fractional HR
Senior HR judgment for Ontario employers that have outgrown ad-hoc HR but can’t yet justify a full-time hire, at a few days a month scaled to what you actually need.
The term covers a few shapes.
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On-call / on-demand
On-call gives you a senior HR person for issues as they arise.
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Embedded
An embedded engagement is steady leadership a few days a month.
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Project
A project closes one defined gap.
What an engagement covers
the same areas a Head of People owns- Policy & compliance. Ontario-fit policies and handbooks, and staying onside of the ESA, OHSA, AODA, and the Human Rights Code.
- Workplace investigations. Handling complaints and serious misconduct so a hard decision stays defensible if it’s ever tested.
- Health & safety. Meeting your OHSA duties and building a safety program that actually runs, not a binder nobody opens.
- Hiring & talent. Defensible, evidence-based hiring, onboarding that sticks, and filling the roles you can’t afford to get wrong.
- Training & development. Growing managers and making performance a continuous practice, not an annual review.
- Day-to-day employee relations. The everyday people questions, the terminations, and the tough conversations, with senior judgment on call when you need it and quiet the rest of the month.
Certification readiness
Great Place to Work® Certification
What certification actually is, when it’s worth pursuing, and how an accredited partner helps an Ontario employer get certification-ready, with the honest picture throughout rather than just the badge.
Being Certified is not the same as ranking on a “Best Workplaces” list. Certification is a threshold most genuinely good employers can reach, while the ranked lists are a competition.
- Trust Index threshold
- 65% (Canada)
- Eligibility
- 10+ employees
- Validity
- 12 months
- Process
- ~1 month
Great Place to Work’s own published programme rules — how certification works.
A track record behind the advice
- Helped influence Canada’s Employment Insurance Compassionate Care Leave, through collaboration with the federal government.
- Led the HR work behind GlaxoSmithKline’s “50 Best Employers in Canada” standing for over a decade.
- One of ten consultants in Canada certified in the Great Place to Work® methodology.
The next step
Too big for no HR, too small for a full-time hire.
If HR keeps landing on your desk, you’re not sure what Ontario law requires of you, or you’ve hit a problem bigger than a Google search, then that’s exactly the gap fractional HR fills. The first conversation is about whether you need it at all, and we’ll tell you straight.