FRACTIONAL HR FOR FOUNDER-LED COMPANIES
Talk with a senior HR leader
The judgment of a CHRO.
Not the cost of one.
There's a version of fractional HR that's just coverage.
This isn't that.
When Tandem comes in, we take real ownership of your people strategy. We work with founders and CEOs who are past the point where instincts alone are enough and need someone to get into it with them and own the outcome.
Not a vendor. Not a report. A partner in the room.
Most fractional HR firms fix the org chart. Most coaches work on the leader. We do both at once, the leader, the team, and the systems underneath, because that's the only combination that actually works.
You don't have an HR department. You have an HR question, right now.
If any of these sound familiar, this is the right page.
A complaint just landed on your desk, and you're not sure if it's a conversation or a liability.
You're hiring your first leadership layer and don't trust your own judgment on who to pick.
Someone on your team should have been managed out months ago, and nobody's had the conversation.
Your board or investors just asked what your people strategy actually is, and you didn't have a real answer.
Our Approach
Discovery
We start by understanding the business context, leadership dynamics, and where people decisions are creating friction or risk.
Strategy & Roadmap
We define a clear people strategy and prioritize what needs to happen now versus later.
Execution
We lead execution alongside your team, adjusting as the business evolves.
Why Choose Fractional HR
01
Senior judgment, no overhead
Executive HR leadership without hiring a full-time executive before the organization is ready.
02
Scalable
support as you grow
As growth accelerates or slows, the level of HR leadership adjusts accordingly.
03
One
point of ownership
A single point of accountability for people decisions instead of fragmented responsibility.
What fractional HR looks like in practice
People strategy aligned to business goals
A living point of view on your people priorities. We own it, update it, and use it to make decisions alongside you.Leadership structure and accountability
We clear up who owns what, because blur at the leadership level costs more than any bad hire.Hiring strategy and talent decisions
We bring judgment to the full picture, not just the job description.Performance management
We build systems leaders will actually use, and coach them through the conversations that matter.Employee relations and compliance risk
When something goes sideways, and it will, you want someone in your corner who has seen it before. We don't flag risk and walk away. We help you work through it.
WHAT FRACTIONAL HR LEADERSHIP ACTUALLY CHANGESOne multi-location healthcare practice saw employee retention and workplace culture collapse after eight months without on-site HR leadership. No follow-up when concerns were raised. Staff absorbing extra work with no added pay, a common precursor to employee turnover. Recovery in eNPS (employee net promoter score) started the same quarter fractional HR leadership entered the room.
Metric: eNPS: -80 → +16.7 in two quarters
Why not AI?
There's no shortage of tools that will track, measure, and report on your people.
What's harder to find is someone who will tell you the truth about what they're seeing, even when it's not what you want to hear.
That kind of judgment doesn't come from a dashboard.