Executive Insights with Natasha Jeshani, CPHR, SHRM-SCP, President and CEO, Career Contacts
Most organisations don’t have an HR problem. They have an HR capacity problem.
The investigations, the policy updates, the hard conversations: they don’t wait until you’re big enough for a full HR department. They land on someone’s desk anyway.
We sat down with Natasha Jeshani, President and CEO of Career Contacts, to talk about why more organisations are going fractional, and what it actually takes to build HR that grows with you.
What is fractional HR, in plain terms?
A senior HR team, sized to what you actually need.
Some clients have us as their full HR department a few days a week. Others bring us in for one project. Either way, you get access to our team of 25 experts on an as-needed basis, without the full-time overhead.
With 15 Centres of Excellence, Career Contacts was built intentionally to be a one-stop HR resource for our clients across Canada and the US.
How do leaders know they’ve outgrown HR off the side of a desk?
The signs usually show up before anyone names them:
- A complaint lands and nobody knows the next step.
- Your handbook is five years old.
- Your best people start leaving and you can’t tell why.
HR should never be a cost centre. It should be a strategic partner to the executive and leadership teams, meeting the organisation where it is now and understanding where the business is heading next.
Where does fractional HR make the biggest difference?
The best place to start is with our HR and OHS Audits. Our team determines your HR and OHS scores, builds a roadmap to make sure you are compliant, and then sets strategic goals to get you to the next level.
We also add immediate value in areas such as:
- Investigations and mediation
- Terminations done right
- Compensation, career mapping and succession planning
- Policies people actually follow
These are the moments where getting it wrong costs far more than getting help.
What does a good fractional partnership look like?
Structured, strategic, supported.
We learn your culture, not just your org chart. We stay accountable to outcomes (and help hold you accountable too).
As an industry-agnostic team, we take a generalist approach, building on best practices and tapping into the specialists within the Career Contacts ecosystem when a situation calls for deeper expertise.
What’s one thing you’d tell a CEO or Executive Director today?
Your people strategy is your business strategy. Don’t wait for a crisis to build it.
Natasha Jeshani, President and CEO, Career Contacts
Ready to build HR that grows with you?
Whether you need a full HR department a few days a week or a partner for one critical project, our team meets you where you are.
