Fractional HR, sized to you.
Not every growing company needs, or can justify, a full-time HR manager. Fractional HR gives you experienced people-operations support for the share of a role you actually need.
What is fractional HR?
Fractional HR is experienced HR support provided part-time, for a fraction of a full role’s cost. Instead of hiring a full-time HR manager, a growing company gets ongoing help with policies, payroll oversight, hiring and compliance, scaled up or down as it grows. It suits SMEs that have outgrown ad-hoc HR but do not yet need a full-time hire.
8:30AM to 5:30PM
The gap it fills
Between “the founder handles HR in the evenings” and “we have a full HR department” lies a long, awkward stretch. The work is real (contracts, payroll, leave, work passes, the occasional difficult conversation) but it does not fill a full-time role. Fractional HR is the right-sized answer.
Fractional vs a full-time hire
- Cost: a fraction of a full-time HR manager’s salary, with no recruitment risk.
- Experience: a seasoned practitioner from day one, not a single junior hire learning on the job.
- Flexibility: scale the support up during a hiring push or a setup, down when things are steady.
- Continuity: backup built in, so you are not exposed when one person is unavailable.
Common questions
How is fractional HR different from outsourcing?
They are closely related. Fractional HR emphasises ongoing, part-time HR leadership and operations sized to a growing company; HR outsourcing is the broader arrangement of running the function for you. In practice we shape the support to your size and scale it as you grow.
When should an SME consider fractional HR?
When HR work has outgrown ad-hoc handling but does not yet justify a full-time manager: typically as you move from a handful of staff toward 50-plus, add foreign hires, or need policies and payroll handled properly without adding headcount.
Can fractional HR scale as we grow?
Yes, that is the point. Increase the support during a hiring push or a Singapore setup, ease it back when things are steady, and transition to a full-time hire later with a clean handover when the volume justifies it.
Sources & references
Figures are drawn from primary government and vendor sources. Always confirm against the live source before acting. Rules change.
- MOM: employment practicesAccessed 18 June 2026
- MOM: contract of service and key employment termsAccessed 22 July 2026
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