Fractional & Interim HR Leadership
Leadership Matters
Small and mid-sized business leaders where lots of hats. There comes a time in the lifecycle of an organization, though, when the HR hat needs to go to someone else. You need a leader who can guide the company forward with a smart approach to HR that will drive business results, someone who knows has the experience to help lead your business forward.
Part-Time or “Fractional” HR Executive
Small to mid-sized organizations may not be large or complex enough to justify having a full-time CHRO on staff. Our fractional or part-time Chief Human Resources Officers (CHROs) augment your executive team by contributing critical leadership and HR expertise and guidance until you get to a size when a full-time person is needed.
This can range from an hour or two per month for our smallest clients to 2-3 days a week for our largest. Our goal is flat, monthly fee for a predictable budget, but we can also operate hourly for maximum flexibility. The outputs or “rocks” are defined by the roadmap and ongoing planning conducted by the leadership team under whichever operating model the client uses.
Interim HR Executive
Whether you want continuity or transformation of your HR function, we provide interim executive leadership during temporary periods of transition. Our flexible contract resources fill the void, minimizing disruption of day-to-day operations, while also lending expertise to upgrade HR effectiveness and strategic value if needed.
Assessment and Roadmap Service
Sometimes you just want to know where you stand. Optima HR Solutions' Human Capital Navigator provides you with a plan to build a winning organization. It's a comprehensive assessment of your HR strategies, practices, and programs with a strategic human capital roadmap that will take you step-by-step to your future business success.
Our strategic perspective on HR makes us different from other HR outsourcing and managed service providers. We have a point of view on HR that is distinct and grounded in our collective experience as HR practitioners.
We start from the outside and work in – surveying the talent landscape and facilitating strategic choices based on the context in which your business operates. And we work from the top down – designing an employee experience based on your business’ strategic goals and how they are influenced by the external landscape.
Why does this matter? You’re more likely to make the right decisions if you’re looking at your decisions problems through the right strategic framework. And with the right analysis, you’ll make better choices that will lead to better outcomes.
Ask your current provider what their strategic point of view is.
