Fractional HR Leadership & Consulting
People decisions.Business direction.
Practical HR leadership and consulting for organizations navigating growth, change and complex people decisions.
Request a consultation Meet JenniferJennifer Wilkinson
Senior perspective.
Close to the work.
The WorkWell perspective
Clarity connects the work.
Business priorities
Understand the direction.
People decisions
Bring experienced judgment.
Practical next steps
Agree what happens next.
Our services
How we can help.
Advice. Partnership.
Focused projects.
When the work changes
People questions.
Business consequences.
The work ahead can ask more of your leaders, your managers and your HR team. Start with the situation you need to move forward.
Growth is changing the work.
Roles are evolving. Managers need guidance. Hiring plans need to connect with the direction of the business.
Your HR team needs a senior partner.
Bring another perspective to priorities, decisions and change while building on the team already in place.
A transition needs focused attention.
Give a defined period of change clear ownership, practical priorities and a working rhythm.
The person behind the partnership
Experienced perspective.
Human to human.
Jennifer Wilkinson works with business leaders on people priorities, leadership decisions and organizational change. The relationship starts with understanding your business, the support already in place and the decisions that need attention.
Meet Jennifer Explore the WorkWell briefingYour first 90 days
A clear start.
A practical rhythm.
See what the first 90 days
could look like.
An illustrative engagement
Understand and align
Build context and agree which priorities deserve attention first.
A priorities brief
Named decision-makers
An agreed working rhythm
An example planning framework. Activities, outputs and timing depend on the agreed scope, capacity and client inputs.
Find your support
Find your
support fit.
Three questions. A useful starting point for a conversation.
Explore without sharing contact details. Your answers stay in this tab.
Compare all optionsQuestion 1 of 3
What brought you here?
A few useful answers
Before we
begin.
What does fractional HR mean?
Senior HR leadership at an agreed level of involvement. The relationship can include recurring advice, leadership participation and selected delivery responsibilities, shaped around the needs of the business.
Can you work with our existing HR team?
Yes. A fractional relationship can complement an operational HR team or an established HR leader. We agree responsibilities and how the partnership will work with the people already in place.
Can we start with a defined project?
Yes. A project discussion starts with the outcome you need and the work required. Deliverables, responsibilities and timing are agreed separately.
How do we choose an engagement?
Start with your priorities, the support you already have and the level of involvement that would help. The support selector offers a starting point for a conversation; the final scope is agreed together.
What happens after an inquiry?
Your message starts a conversation about the business situation and the support you are considering. The next step and any proposed engagement are agreed with you.
From the WorkWell reading room
Useful thinking.
For the work ahead.
Leadership notes · 3 min read
When does fractional HR make sense?
Start with the decisions your business needs to make, then choose the level of HR involvement that can help.
Leadership notes · 3 min read
Fractional, interim, full-time or project support: understanding the differences
These models solve different kinds of needs. Compare the work, duration, ownership and level of involvement before choosing.
Leadership notes · 3 min read
Questions to ask before choosing an HR partner
Use the first conversation to understand how a prospective partner thinks, works and shares responsibility with your team.
Let’s start with your business