How Fractional HR is Changing the Game for Growing Companies
The Holistic Team sat down with Carrie Pinkham, Principal HR Advisor at Holistic, and Matt Massucci, Co-Founder of Holistic and CEO of Hirewell, to explore how Fractional HR is changing the way companies grow.
When Holistic launched its Fractional HR Offering, the idea was simple: many organizations need strategic HR leadership but don’t need (or can’t yet support) a full-time HR executive. One year in, that experiment has grown into a movement, redefining how companies access high-impact HR expertise.
Tom, Matt, and Carrie reflected on what they’ve learned and what’s next for the future of work. Continue reading to learn more.
What Fractional HR Really Is:
Carrie explained it best:
“It’s exactly what it sounds like, helping clients in a part-time capacity to meet their HR needs.”
Fractional HR bridges the gap between having no HR leader and hiring one full-time. It offers flexible, senior-level support to help organizations manage critical people functions, including:
- ✅ Building HR infrastructure and compliance frameworks
- ✅ Managing open enrollment and benefits transitions
- ✅ Leading mediations or leadership coaching
- ✅ Overhauling performance reviews and development programs
- ✅ Filling temporary HR leadership gaps
How it works in practice
“It helps us do more with less.”
Matt, speaking from the dual perspective of co-founder and client, shared how transformative the partnership has been. At Hirewell, collaborating with Holistic led to the creation of the Hirewell Leadership Lab — a bespoke leadership development program co-designed by Carrie to meet the company’s specific needs.
“It helps us do more with less. Just having someone we can call for high-level HR questions, and also to tackle big, strategic projects, has been a game changer.”
— Matt, Co-Founder & Client
He explained that having access to on-demand, senior-level HR expertise has been a game-changer — not just for answering complex HR questions, but for driving forward strategic initiatives that might otherwise stall.
Instead of relying on an off-the-shelf training solution, the program was built around Hirewell’s unique culture, values, and feedback — what Tom referred to as the company’s “Hirewell flavor.”
“Modern employees can instantly tell whether something was built for their organization. Cookie-cutter doesn’t cut it anymore.”
— Tom Alexander, Co-Founder of Holistic
What that looks like week to week
Fractional HR shines when there’s partnership.
Fractional HR works best when there’s shared ownership between the internal team and the fractional partner. Rather than replacing internal leadership, it strengthens it — ensuring there’s someone inside the organization who stays engaged, connected, and accountable for outcomes.
Co-ownership, not outsourcing
At its best, Fractional HR is built on partnership — not delegation. The rhythm of weekly check-ins, open communication, and shared accountability ensures the work sticks. Companies that treat their fractional partner as a true collaborator, not just a vendor, see the strongest results.
A “three-headed partnership,” by design.
Tom and Matt designed Holistic’s model as a “three-headed partnership.” Together, this trip gives client a balance of customization and efficiency.
Providing senior HR leadership, real-time guidance on people strategy, leadership, performance, and culture.
Delivering infrastructure, frameworks, and best practices, so you’re not starting from a blank page every time.
Contributing recruiting and organizational insights, so every solution fits the reality on the ground.
The Future: Fractional Is Here to Stay
All three leaders agree: Fractional HR isn’t a trend, it’s the future.
Carrie predicts continued growth:
“There’s an incredible pool of experienced HR professionals who want to work differently, across multiple organizations, not tied to one full-time role. Fractional bridges that gap perfectly.”
Matt sees the market catching up:
“Companies can’t wait any longer to fix retention, engagement, and culture. Fractional gives them a faster, flexible way to act now.”
And Tom sees the next evolution:
“Companies will need to think about the experience of their fractional partners the same way they do their employees. You can’t just set it and forget it, it still takes cultivation, care, and connection.”
Closing Thought
Fractional HR isn’t just a cost-saving measure; it’s a smarter, more human way to work.
It gives companies the expertise they need, when they need it, and gives HR the autonomy and variety they crave.
Fractional HR is not about doing less,” Tom concluded. “It’s about doing what matters most, together.”