Fractional CHRO Recruitment

Fractional CHRO Executive Search

A fractional Chief Human Resources Officer (CHRO) provides board-level HR leadership on a part-time or flexible basis, helping organisations strengthen people strategy, improve retention, and build scalable HR foundations — without the cost or commitment of a full-time executive hire. Exec Capital recruits fractional CHROs for growth companies, PE-backed businesses, and established organisations across the UK. Every search is run by our specialist team, with Adrian Lawrence FCA overseeing each mandate.

A fractional CHRO typically works one to three days per week, operating as part of your senior leadership team and reporting directly to the CEO. We agree the search timetable with you at briefing, and we move at the pace your situation needs.

This page is written for the people who make the hiring decision — founders, chief executives, chairs, operating partners and investors — and sets out what a fractional CHRO does, when the model is the right one, how it compares with interim, part-time and permanent HR leadership, what the first 90 days should look like, how engagements and fees are structured, and how we run the search.

How It Works: Hiring a Fractional CHRO With Exec Capital

Our process is the same disciplined executive search we run for permanent board appointments, adapted for a part-time, outcome-focused engagement. We agree the timetable with you at briefing rather than promising a fixed number of days, because the right pace depends on how urgent the people issue is, how many stakeholders need to meet candidates, and how specialised the brief is.

Stage	What happens
1. Brief	We discuss the business, the people challenges, the reporting line, the days per week you expect to need, budget and what success looks like at 90 days and 12 months.
2. Search	Our team searches our network of fractional and interim HR leaders and approaches people who are not actively on the market, screening for sector, scale and situation fit.
3. Shortlist	You receive a focused shortlist with a written assessment of each candidate against the brief, their availability and their day-rate expectations.
4. Interviews	We arrange interviews with the CEO, chair or investor, and can help structure a short case exercise based on a real issue in the business.
5. Offer	We help agree days, day rate, notice, scope and the contracting route, and take references.
6. Onboarding	We support a structured start and a 90-day plan, and stay in contact through the engagement.

What Is a Fractional CHRO?

A fractional CHRO is a senior HR executive who works with your organisation on a defined part-time basis — typically one to three days per week — providing board-level people leadership without the cost or commitment of a permanent appointment. The role is equivalent to a full-time CHRO in scope and seniority: strategy, accountability, and board-level access are all present. The difference is the time commitment and cost structure.

The CHRO title is used interchangeably with Chief People Officer (CPO) in many organisations. Whether your business uses CHRO, CPO, or HR Director to describe the most senior people role, the fractional model provides the same outcome — experienced HR leadership at the point where your business needs it, aligned to your stage and budget.

Fractional CHROs typically work across a small portfolio of clients simultaneously, bringing diverse experience from multiple business environments, sectors, and growth stages. This cross-sector exposure is often more valuable than a leader who has spent their entire career in a single industry.

It helps to be clear about what a fractional CHRO is not. It is not an outsourced HR helpdesk, an employment law adviser on retainer, or an HR manager working reduced hours. The fractional CHRO sits with the leadership team, takes ownership of the people agenda and is accountable for outcomes — the quality of the leadership team, the organisation design, retention of key people, and the level of employment risk the business carries. Day-to-day HR administration usually stays with an HR manager, an HR adviser or an outsourced provider, and one of the fractional CHRO’s jobs is to make sure that operational layer is fit for purpose.

Most fractional CHRO engagements have three phases. The first is diagnosis: understanding the organisation, the leadership team, the employment risks and the people data. The second is building: putting in place the structure, policies, processes and capability the business needs. The third is running and handing over: operating the people agenda at board level, developing the internal team, and deciding with the CEO whether the role should stay fractional, grow into a permanent position or step back to a lighter advisory arrangement.

Fractional CHRO, Interim CHRO, and HR Director — What’s the Difference?

Model	Commitment	Duration	Best suited to
Fractional CHRO	1–3 days/week	Ongoing	Scaling SMEs, PE-backed businesses, growth stage
Interim CHRO	Full-time pace	Defined term (3–12 months)	Leadership gap, transformation, M&A, urgent requirement
HR Director (fractional)	Fixed days/week or month	Ongoing	Businesses that use HR Director rather than CHRO as title
Permanent CHRO	Full-time	Long-term appointment	Businesses ready for a full-time senior HR appointment

Exec Capital recruits across all models. If you are unsure which structure fits your current situation, our team can advise on your initial call.

In practice the line between these models is about intensity and permanence rather than seniority. A fractional CHRO and an interim CHRO are usually drawn from the same pool of experienced HR leaders; the interim works full-time on a fixed-term brief, while the fractional works part-time on an open-ended one. The fractional HR Director model is the same arrangement under a different title, and is often preferred by owner-managed businesses and professional services firms where “Chief” titles are not used.

CHRO, Chief People Officer or HR Director: Which Role Do You Need?

Titles in senior HR are used loosely, and the right title for your business depends on scope, culture and the expectations of your board and investors as much as on the work itself. The table below sets out how the roles usually differ in UK businesses. Our guide to the difference between an HR Director and a CHRO goes into more detail.

Role	Typical focus	Where the title is common
CHRO	Enterprise-wide people strategy, board and remuneration committee work, organisation design, leadership succession, M&A integration	Larger and multi-site businesses, PE-backed and US-influenced organisations
Chief People Officer	Similar scope with greater emphasis on culture, employee experience, talent and engagement	Technology, scale-ups, consumer and service businesses
HR Director	Leads the HR function, policy, employee relations and reward; may or may not sit on the board	UK SMEs, owner-managed firms, professional services, public and not-for-profit bodies
Head of HR	Runs HR operations and employee relations, usually reporting to a director rather than the CEO	Smaller businesses and divisions of larger groups

If the job you need doing is mainly running a sound HR function — policies, contracts, employee relations, payroll interfaces — a fractional HR Director may be the better fit. If the brief is about the shape of the organisation, the strength of the leadership team, executive reward and the people side of an investment plan, it is a CHRO brief, whatever title you put on it. We will give you an honest view at briefing.

When Does a Business Need a Fractional CHRO?

During periods of rapid growth and scaling

As headcount grows, people complexity increases — recruitment volumes rise, management capability becomes uneven, and HR processes that worked at 30 people break down at 100. A fractional CHRO introduces the talent strategy, organisational design, and HR infrastructure that allow a scaling business to grow without losing performance or culture. This is one of the most common triggers for a fractional CHRO appointment in PE-backed and venture-backed businesses.

Preparing for investment or exit

Investors and acquirers assess people risk alongside financial risk. A fractional CHRO professionalises the HR function — building compliant employment frameworks, leadership succession plans, and retention strategies — ahead of a funding round, due diligence process, or sale. Many PE portfolio companies appoint a fractional CHRO specifically to improve organisational readiness before a transaction.

Business transformation or restructuring

Mergers, acquisitions, leadership changes, and operational restructuring all create significant people management challenges. A fractional CHRO manages the HR dimension of transformation — organisational design, change communication, leadership alignment, and employee relations — while leadership focuses on the commercial and operational priorities.

CHRO departure or leadership gap

When a CHRO leaves unexpectedly or moves on, the business needs experienced HR leadership in place while a permanent replacement is found. A fractional CHRO bridges the gap — maintaining continuity of people strategy, managing the HR team, and preserving employee and leadership confidence — without the time pressure of hiring a permanent appointment under duress.

First senior HR appointment

Many businesses reach a stage — typically 50 to 200 employees — where they need board-level HR leadership for the first time. A fractional CHRO is often the right model for this first appointment: it brings experienced strategic HR thinking without the full-time cost, and allows the business to assess what the role needs to look like before committing to a permanent hire.

A change in employment law or regulation

Significant legal change is another common trigger. The Employment Rights Act 2025 is being phased in between 2025 and 2027, and businesses without senior HR leadership often find they need someone to assess the impact, update contracts, policies and probation arrangements, and brief the board. A fractional CHRO can lead that programme and then stay on in a lighter role once the changes are embedded.

Permanent, Interim, Fractional or Part-Time: Choosing the Format

The question we are asked most often is not “who should we hire?” but “what kind of hire should this be?”. The answer depends on how much senior HR time the business genuinely needs, how long it will need it for, and whether the work is a build, a fix or steady-state leadership. The comparison below is a starting point; our guide to fractional, interim and permanent hiring covers the trade-offs in more depth.

Format	Time commitment	Choose it when	Our service
Permanent CHRO	Full-time, open-ended employment	The people agenda needs a full-time owner for the long term and the scale of the business supports the cost	CHRO recruitment
Interim CHRO	Full-time for a fixed term	There is a gap to fill or an intensive programme — a restructuring, integration or turnaround — that needs someone every day	Interim CHRO
Fractional CHRO	Typically 1–3 days a week, ongoing	You need board-level people leadership and accountability, but not five days a week	This page
Part-time HR leadership	A fixed part-time role, often employed	You want a settled, part-time senior HR leader on the payroll rather than a portfolio executive	Part-time HR Director (see below)

Many businesses move along this spectrum over time. A company might start with a fractional CHRO at two days a week to build the people function ahead of a funding round, increase to three days during an acquisition, and then hire a permanent CHRO once headcount and complexity justify it — often with the fractional CHRO helping to write the brief and assess the shortlist. The format is a decision you can revisit, not a one-off choice.

What a Fractional CHRO Delivers

People strategy and organisational design

• Develop people strategy aligned with business objectives and growth plans
• Design organisational structure and operating model to support scale
• Strengthen workforce planning and succession planning
• Support leadership team with strategic people insight

Talent acquisition and retention

• Strengthen recruitment strategy and candidate experience
• Build employer brand and hiring processes that attract top talent
• Develop retention frameworks and career progression structures
• Improve leadership succession planning and internal mobility

Leadership development and performance

• Strengthen management capability across the organisation
• Implement performance management frameworks and accountability structures
• Develop leadership development programmes aligned to growth stage
• Improve alignment between leadership behaviours and business objectives

HR governance, compliance, and employee relations

• Ensure compliance with employment law and HR best practice
• Strengthen employee relations and resolve complex ER situations
• Implement HR policies and governance frameworks
• Reduce people risk and ensure regulatory compliance

Reward, culture, and engagement

• Review compensation and benefits frameworks for market competitiveness
• Strengthen organisational culture and employee engagement
• Lead change management and cultural transformation programmes
• Build DEI strategies aligned to business values and investor expectations

Board and investor reporting

• Put meaningful people metrics in front of the board: turnover, absence, engagement, hiring progress and key-person risk
• Support the remuneration committee on executive pay, bonus and incentive design
• Prepare the people sections of investor updates, due diligence data rooms and integration plans
• Give the CEO a candid, independent view of the leadership team

What a Fractional CHRO Typically Delivers in the First 90 Days

Because a fractional CHRO works limited days, the first three months need a tight plan agreed with the CEO. The detail will depend on the brief, but a well-run engagement usually follows a pattern like this. Our executive onboarding guide covers how to set any senior hire up to succeed.

Days 1–30: diagnose

• One-to-one conversations with the CEO, each member of the leadership team, the chair and, where relevant, the investor
• A review of contracts, handbooks, policies, right-to-work records and open employee relations cases
• A first look at people data: headcount, turnover, absence, pay structures, gender pay position and hiring pipeline
• A short written assessment of the top people risks and quick wins, agreed with the CEO

Days 31–60: plan and fix

• A people plan tied to the business plan, with priorities, owners and budget
• Fixes to the most material compliance gaps, such as missing contracts, outdated policies or weak probation processes
• An organisation design view: spans of control, gaps in the leadership team and roles that will be needed in the next 12–24 months
• A decision on how day-to-day HR will be delivered — in-house, outsourced or a mix

Days 61–90: deliver and embed

• A regular people report to the board, with a small number of agreed metrics
• Launch of the first priority programmes — for example performance management, a leadership hire or a reward review
• A plan for the Employment Rights Act changes still to come into force
• A review with the CEO of whether the days per week are right for the next phase

Employment Law Changes a Fractional CHRO Should Be Planning For

The Employment Rights Act 2025 is the largest change to UK employment law in a generation, and it is being brought in over several stages. Keeping track of it, and deciding what each change means for your contracts, policies and managers, is now a standard part of a CHRO brief. The dates below are taken from the Acas summary of the Employment Rights Act 2025 as at November 2026; some later dates depend on consultation and may move.

When	Change (per Acas)
6 April 2026	Paternity leave and unpaid parental leave became day-one rights; statutory sick pay payable from the first day of sickness with the lower earnings limit removed; maximum collective redundancy protective award raised to 180 days’ pay
7 April 2026	Fair Work Agency established
1 October 2026	Time limit for most employment tribunal claims extended from three to six months
30 October 2026	Duty to take “all reasonable steps” to prevent sexual harassment, with liability for third-party harassment; changes to trade union recognition and access
1 January 2027	Unfair dismissal qualifying period reduced from two years to six months; compensation limit for unfair dismissal removed; duty to tell workers of their right to join a trade union
March 2027	Fire and rehire to become automatically unfair in most cases
April 2027	Statutory bereavement leave, including for pregnancy loss; changes to how collective redundancy thresholds are counted; action plans for employers with 250 or more workers
October 2027	Tighter rules on refusing flexible working requests; stronger dismissal protection for pregnant workers and those returning from maternity leave

The six-month qualifying period from 1 January 2027 has particular consequences for senior hiring. Probation periods, performance management in the first year, and the way new leaders are assessed will all need rethinking, because the window in which an employer can end a new hire’s employment without unfair dismissal exposure is much shorter than it was. Removal of the compensation cap also raises the stakes in senior dismissals. A fractional CHRO is well placed to review probation, capability and disciplinary processes before the change, train line managers, and make sure the business has the documentation it will need.

This is a summary, not legal advice. A good fractional CHRO will work alongside your employment lawyers on anything contentious, and will know when to bring them in.

Fractional CHRO Day Rates and Cost

Fractional CHRO day rates in the UK vary widely depending on the individual’s background, the complexity of the brief, the sector, and whether the business is PE-backed or undergoing significant transformation. We do not publish a rate card, because a single range would mislead more often than it would help: a CHRO leading a cross-border integration is a different proposition from one building the first HR function in a 60-person business.

The main factors that move the day rate are:

• Scope and complexity — restructuring, M&A, TUPE transfers, collective consultation and exit preparation command more than steady-state leadership.
• Seniority and track record — candidates who have held CHRO or Group HR Director roles in larger or listed businesses price accordingly.
• Sector knowledge — regulated sectors such as financial services, healthcare and education bring additional requirements.
• Days and duration — a longer, steadier commitment can support a different rate from a short, intensive one.
• Location and travel — multi-site or international work, and the balance of on-site and remote days.

Compared with a permanent CHRO, the saving does not come only from the lower number of days. With a fractional CHRO you do not carry employer’s National Insurance, pension, benefits or bonus on a full-time salary, and you can adjust the days as needs change. For an indication of permanent pay, see our salary guide for HR directors. Exec Capital can provide day-rate and remuneration guidance as part of the initial briefing call, based on the current market for the specific profile you need.

How Our Engagement and Fees Work

Our fee structure is agreed with you at briefing and set out in writing before the search starts. The main points:

• Retained or contingent. Most CHRO-level searches are run on a retained basis, which gives you a committed search and a structured process; some fractional and interim requirements can be run on a contingent basis. Our guide to retained vs contingent executive search explains the difference.
• Day-rate basis for fractional and interim. When a fractional or interim CHRO is engaged through us, the day rate you pay includes our fee. There is no separate charge on top of the agreed day rate.
• What is included. Briefing and role definition, market mapping, search and approach, candidate assessment, shortlist reports, interview co-ordination, referencing, offer support and contact through the engagement.
• Contracting. Fractional CHROs are usually engaged through their own limited company or as a contractor. If your business is a medium or large client, the off-payroll working rules (IR35) put the employment status decision on you; HMRC’s guidance for clients explains the obligations. The Companies Act size thresholds have been raised, but HMRC’s April 2025 Employer Bulletin says this has no practical impact on off-payroll working until 6 April 2027 at the earliest.

Fractional CHRO Support for PE-Backed and Growth Businesses

Private equity investors and venture capital firms increasingly require portfolio companies to have board-level HR leadership in place as a condition of investment or as a priority in the first 100 days. A fractional CHRO provides this without the delay and cost of a permanent search, and can be in place while the longer-term structure of the leadership team is decided.

For PE portfolio companies specifically, a fractional CHRO typically focuses on three priorities: building the management team that will deliver the value creation plan, implementing the performance management and accountability frameworks that investors expect, and ensuring the HR function can support rapid headcount growth without creating employment risk.

A fractional CHRO in a PE-backed business also tends to work closely with the CFO on management incentive plans, leaver provisions and the cost of the people plan, and with the operating partner on leadership assessment. Where the portfolio company also has gaps in finance or operations, investors often combine a fractional CHRO with a fractional CFO or fractional COO so that the core leadership disciplines are covered while permanent hires are made. We also run full private equity executive search for permanent portfolio appointments.

Fractional CHROs in FCA-Regulated Firms

In financial services, HR has regulatory responsibilities that do not exist elsewhere. Under the FCA’s Senior Managers and Certification Regime, HR usually runs the annual fitness and propriety assessments for certified staff, requests and supplies regulatory references, maintains conduct rules training and records, and supports the board on remuneration rules. SMCR changes under FCA PS26/6 came into force on 24 April 2026, and FCA CP26/37 and PRA CP14/26 consult on further reforms, so procedures written a few years ago may need updating. Remuneration rules have also changed: the bonus cap was removed from 31 October 2023, and FCA PS25/15 and PRA PS21/25 reformed the remuneration regime further.

A fractional CHRO with financial services experience can own this work alongside the compliance function. Note that payment institutions and e-money institutions are outside SMCR; they appoint an MLRO under the Money Laundering Regulations and the FCA assesses the people responsible for management, but not as senior managers. If your gap is the compliance or MLRO role itself, rather than HR, we place those too: see fractional Chief Compliance Officer, fractional compliance officer, interim CCO and fractional MLRO. SMF16 (Compliance Oversight) and SMF17 (MLRO) remain pre-approval roles under the current proposals.

Who We Place Fractional CHROs With

We work with businesses at the point where people issues have become a board-level concern but a full-time CHRO is not yet the right answer. Typical clients include:

• Private equity and venture-backed businesses building or professionalising the leadership team after investment, or preparing for exit.
• Founder-led and owner-managed companies making their first senior HR appointment as they grow past the point where the founder can manage people issues alone.
• Mid-market groups going through acquisitions, integrations, restructuring or a change of ownership.
• Financial services firms that need HR leadership with an understanding of SMCR and remuneration rules.
• Professional services firms, where partner and fee-earner issues need careful, experienced handling.
• Technology, healthcare, manufacturing, logistics, education and not-for-profit organisations with specific workforce, regulatory or employee relations challenges.

Many of these businesses use more than one fractional executive. Our fractional C-suite page covers the other leadership roles we place on the same basis.

The Fractional CHRO Search Process

Step	Stage	What happens
1	Initial call	A senior member of our team speaks with you to understand your business, your people challenges, the stakeholders involved, and what a successful fractional CHRO looks like for your situation. Adrian Lawrence FCA oversees every mandate.
2	Brief and search	The search brief is agreed and activated across Exec Capital’s CHRO and HR leadership network. Our team identifies the most relevant fractional CHRO candidates for your requirement.
3	Shortlist	A curated shortlist of assessed, qualified fractional CHROs is delivered to the timetable agreed at briefing. Every candidate has been screened against your brief, sector, and leadership requirements.
4	Interviews	We coordinate the interview and assessment process, provide day rate guidance, and manage candidate communication throughout.
5	Placement	We support the engagement agreement and onboarding planning. We remain your contact throughout the engagement.

Two things make the difference in a fractional search. The first is being precise about the work: which outcomes, how many days, which stakeholders, and what the business will stop doing or delegate. The second is assessing candidates on situations they have actually handled — a collective consultation, a post-deal integration, a first HR function — rather than on titles. Our guide to hiring a CHRO sets out the questions worth asking.

What to Look For in a Fractional CHRO

The best fractional CHROs combine senior HR depth with the ability to make an impact in limited time. When we assess candidates, we look for:

• Board-level experience. They have sat on, or reported directly to, a leadership team or board and can hold their own with a CEO, chair and investors.
• Relevant situations. Evidence that they have dealt with the specific challenge you face — scaling, restructuring, integration, exit preparation or a first HR function.
• Professional standing. Many senior HR leaders hold Chartered Fellow or Chartered Member status with the CIPD; the CIPD Profession Map describes the standards at each level. It is a useful signal, though not a substitute for track record.
• Commercial grounding. They understand the numbers behind the people plan and can make the case for investment in terms the CFO accepts.
• Fractional discipline. They manage their time across clients, are clear about availability, and build internal capability rather than dependence.
• Employment law currency. They are on top of the Employment Rights Act changes and know when to involve lawyers.

The Benefits of a Fractional CHRO

• Board-level HR expertise at significantly lower cost than a permanent hire
• Faster access to senior leadership than a full permanent search, with the timetable agreed at briefing
• Flexible engagement that scales with your people challenges
• Objective external perspective with no internal political agenda
• Cross-sector experience from multiple business environments and growth stages
• Investor-ready HR governance and people frameworks
• Bridge leadership while a permanent CHRO search is conducted

The model also has limits worth being honest about. A fractional CHRO is not on site every day, so the business needs someone to handle day-to-day HR, and the CEO needs to protect the fractional leader’s time for strategic work rather than using it for urgent casework. Where the people agenda genuinely needs a full-time owner, we will say so.

Other Ways to Hire Senior HR Leadership

This page covers fractional CHROs. If a different title or format fits better, we have dedicated pages for each: a fractional HR Director for businesses that prefer the HR Director title; a part-time Chief People Officer for a settled part-time people leader; permanent Chief People Officer recruitment and HR Director recruitment; and full-time interim cover through an interim HR Director or interim Chief People Officer. If you are not sure which applies, start with a conversation and we will recommend the format.

Fractional CHRO Roles: Information for Candidates

If you are an experienced HR leader looking for fractional, interim or permanent CHRO and HR Director work, please register with Exec Capital and look at our current opportunities. This page is written for organisations hiring.

Frequently Asked Questions

What is a fractional CHRO?

A fractional CHRO is a senior HR executive who works with your organisation on a part-time or defined-day basis — typically one to three days per week — providing board-level people leadership without the cost or commitment of a full-time appointment. The role is equivalent in seniority and scope to a permanent CHRO; the difference is the time commitment and cost structure.

What is the difference between a CHRO and an HR Director?

In most UK businesses, CHRO and HR Director describe the same role — the most senior HR leader in the organisation. CHRO is more commonly used in larger businesses and by PE-backed or US-influenced organisations. HR Director is the more common title in UK SMEs and professional services firms. Exec Capital recruits across both titles and can advise on what is appropriate for your business stage and investor expectations.

How much does a fractional CHRO cost?

It depends on the day rate and the number of days. Day rates vary with the individual’s background, the sector and the complexity of the brief — restructuring, M&A and exit work sit at the upper end. Because you pay only for the days you use, and carry no employer’s National Insurance, pension or benefits on a full-time salary, the total cost is usually well below that of a permanent CHRO. We give specific guidance at briefing.

How quickly can you place a fractional CHRO?

We agree the timetable with you at briefing. Fractional searches are usually quicker than permanent ones because candidates are not working long notice periods, but the pace depends on how specialised the brief is and how quickly your stakeholders can interview. We do not promise a fixed number of days.

Can a fractional CHRO work for a PE-backed business?

Yes — PE-backed businesses are one of the most common contexts for a fractional CHRO appointment. Investors often require board-level HR leadership as part of the value creation plan, either as an ongoing resource or to prepare the organisation for a future transaction. Exec Capital works with PE-backed businesses across technology, financial services, professional services, and manufacturing. Our article on how fractional executives fit into PE-backed firms explains more.

Do you also recruit interim and permanent CHROs?

Yes. Exec Capital recruits across all three models. See Interim CHRO for short-notice full-time requirements and CHRO Recruitment for permanent appointments.

How many days a week does a fractional CHRO work?

Most work one to three days a week, sometimes fewer once the main programme of work is complete. Some clients start at a higher level during a restructuring or integration and reduce later. The days are agreed at the start and reviewed regularly.

Is a fractional CHRO employed or self-employed?

Most fractional CHROs work through their own limited company or as contractors rather than as employees. If you are a medium or large business, you must decide their employment status for tax purposes under the off-payroll working rules (IR35); we can talk through the options at briefing.

How will the Employment Rights Act affect us, and can a fractional CHRO help?

The Act is being phased in from 2025 to 2027. Changes already in force include day-one paternity leave, statutory sick pay from the first day and a six-month time limit for most tribunal claims; from 1 January 2027 the unfair dismissal qualifying period falls to six months, according to Acas. A fractional CHRO can assess the impact, update contracts, policies and probation processes, and train managers.

Can a fractional CHRO become our permanent CHRO?

Sometimes. Some fractional CHROs are open to a permanent role once the business is ready; others prefer a portfolio career and will help you recruit their permanent successor. It is worth discussing this at interview so expectations are clear from the start.