HR Talent: Scaling fast with Scott

More and more firms today are recognising the value of bringing in interim executives or fractional CHROs as critical levers to oversee different levels of scaling across different sized companies. We speak to fractional CHRO Scott about building more scalable and efficient HR solutions, and unlocking real value in portfolio companies. 

Q. When you’re at a networking event, how do you describe your independent career status, and where you focus your work?
I’m an HR expert combining knowledge, technology, and seamless process to help companies scale.

Q. What are the specific benefits that you, as an independent, offer to the operating teams/portfolio company leadership? How do you explain the value your expertise brings?
I build bespoke HR solutions to allow companies to realize efficiencies and scale quickly. I prescribe and implement vital HR tools moulded to each client’s individual needs, including Fractional Chief Human Resources Officer Consulting, Talent Acquisition, Day-to-day HR Support, Payroll, People Policies, and Compensation and Benefits. I do this by partnering with an organization’s existing HR resources and utilizing technology solution providers.

Q. Why do you think there is increasing demand for independent expertise with PE operating teams? 
PE operating teams face pressure to identify and unlock value in their portfolio companies. To achieve this, they require specialized knowledge and a deep understanding of the industries in which they invest. 

Independent experts bring a fresh, objective perspective and a wealth of experience. With hands-on operational experience, an independent expert can provide valuable insights, helping private equity firms optimize their portfolio companies' operations, drive growth, and enhance profitability.

Q. Describe a recent or successful assignment in terms of scope, duration and any particular highlights in the outcomes. 
One of my clients, an e-commerce start-up, hired their first HR manager who didn’t possess the expertise to build an HR and recruiting function, nor the knowledge to rapidly add staff. The company’s goal was to make 54 new hires in the first quarter. However, management discovered that there was no plan in place to support the initiative and they didn’t have the tools or recruiters to support this staffing effort.

I collaborated directly with the President to develop a tailored solution which involved determining the necessary number of recruiters, procuring the required tools, establishing a selection process, setting up software solutions to support the process, and training hiring managers on best interview practices. By the end of the quarter, we had achieved their objective and transitioned the few remaining unfilled positions to their full-time staff.

Q. What advice would you give to anyone about to embark on an independent career as to how they can provide the best results for a client, while fulfilling their own career path?
My message to aspiring independents:

Have an open mind to the state of the market and truly listen to what your clients need. Don't try to box them into a solution that doesn't make sense. It's not just about billable hours. The best clients are repeat clients who will also refer you.


Are you looking to streamline your HR structure and processes, or need some advice on smoothing out your organization's concerns? You can engage with talent like Scott by posting a project now, or by talking to us about how to build up a pool of similar talent in the field.

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