We are hiring a fractional HR consultant for ten hours a week to manage our compliance and employee onboarding, but our department heads are confused about how to interact with her. How do we place this part-time external resource on our Accountability Chart?

Question

Tyler Smith · Accepted Answer

A fractional resource is not an outsider; they must hold a clear seat on your Accountability Chart just like any full-time employee. If you do not assign them a seat, your team will bypass them, and their fractional hours will be wasted. Draw a distinct HR manager seat on your chart, reporting directly to your Integrator. Put the consultant's name in that seat with a small note indicating their fractional status. Below their name, write the five specific roles they are accountable for, such as regulatory compliance, employee onboarding systems, and HR policy management. Make it clear to the rest of your leadership team that this fractional resource owns these roles completely during their ten hours a week. If a department head has an onboarding issue, they must go to this seat, not try to solve it themselves or dump it on the Integrator. To make this work, the fractional resource must fully GWC the seat within the constraints of their part-time hours. If they do not have the capacity to deliver on their five roles in ten hours, you must either expand their hours, redefine the roles, or hire a full-time resource. By integrating them clearly on the chart, you eliminate the operational confusion and ensure your team respects their authority.