Senior people leadership for organisations that need the depth without the full-time cost.
Most growing and high-performing organisations reach a point where the people function becomes the constraint - headcount outpaces the systems, a culture or conduct risk surfaces, or the board needs a credible people voice before it can justify a full-time executive. A fractional Chief People Officer gives you that senior capability now: strategy, judgement and delivery at executive level, for one to three days a week.
Leigh brings what she have done as a CEO and C-suite people executive in a lighter, faster form - building the foundations, supporting leaders and managers, and holding the sensitive, high-stakes decisions alongside a board and leadership team. She brings a rare combination: a former CEO who has run whole organisations, a current enterprise people executive building and running a people function today, and an independent adviser trusted by boards on the most sensitive people and culture matters. Rather than a generalist contractor, Leigh brings executive level expertise and strategic depth, available fractionally.
Boutique, high-performance and professional-services firms scaling capability, sharpening culture, or professionalising the people function as they grow.
Complex or purpose-driven organisations that have hit a people-risk or scaling-governance wall - psychosocial safety, conduct, culture reset, IR/ER exposure, or regulatory scrutiny.
CEOs and boards who need a senior people head at the table through a transformation, restructure or integration - without (yet) carrying a full-time executive salary.
Companies and organisations with an interim need or a fixed-term project requiring executive-level leadership.
– Owns the people strategy and aligns it to the business plan - workforce capability, org design, and where to build, develop or buy talent.
– Builds the foundations: the operating model, systems, performance and remuneration frameworks a growing organisation needs before people become a brake on growth.
– Steadies managers and leaders through change, and lifts the capability and accountability of the leadership team.
– Advises on the hard, sensitive decisions - conduct, disputes, executive performance, culture - with the discretion and judgement a board and executive team expects.
– Advises the board and CEO on people governance, culture and workforce risk with clarity and credibility.
Engagements begin with a short scoping conversation and a defined brief. Indicative pricing provided on scoping.
If your organisation is at one of these inflection points, a scoping conversation is the place to start.