Recap: From Consultant to Catalyst Webinar with Fractional People Leader Karen Brieger

In a time when organizations are increasingly embracing flexible leadership models, the rise of fractional HR has emerged as a powerful solution for companies in need of strategic guidance without the overhead of full-time hires. In our latest webinar, From Consultant to Catalyst, Haris Ikram, Co-Founder & CEO of CandorIQ, sat down with Karen Brieger, seasoned HR executive and founder of Pinnacle Connections HR, to explore what great fractional people leadership looks like in practice.

Karen brought a wealth of insights from her transition out of full-time HR roles and into the world of fractional work—sharing tactical lessons, mindset shifts, and how she partners with founders to build infrastructure that endures long after her engagement ends.

Making the Leap to Fractional Leadership

Karen’s journey into fractional work wasn’t spontaneous—it was the product of years of experience, intentional research, and a willingness to leap into something new. She emphasized that being a successful fractional leader takes more than HR expertise. It requires business development skills, a clear sense of value delivery, and the ability to rapidly build trust within an organization.

"You often walk into a movie halfway through," Karen said, highlighting how fractional leaders must quickly get up to speed on the business, people, and culture. Unlike traditional consultants, fractionals embed themselves in leadership teams. "You're not just providing a deliverable," she added. "You're a business partner."

Busting the Consultant Myth

One of the key themes of the conversation was reframing the perception of fractional leaders as glorified consultants. Karen drew a clear distinction: consultants typically solve time-bound problems with scoped deliverables; fractional leaders serve as strategic partners who embed into leadership teams, manage people, and help drive long-term outcomes.

"At some point, they won’t need me—and that’s how I know I’ve done my job well," Karen shared. Her goal is to build systems, tools, and teams that can scale—and operate—without her.

Tools, Frameworks, and What Really Scales

A significant portion of the conversation focused on what it takes to build people infrastructure that actually lasts. Karen emphasized the importance of tools that are scalable, easy to use, and integrated with existing systems. She noted that the best solutions are configurable, not custom-coded, and provide strong reporting capabilities that enable data-informed decisions.

When asked about career ladders, she laughed: "They're not ladders anymore—they're spaghetti diagrams." The goal isn’t a rigid path—it’s flexible growth. Karen stressed the need to meet both leaders and employees where they are and communicate clearly how HR tools and frameworks support business goals and career development.

Strategic Impact Through People

Karen’s approach is rooted in balance: aligning business outcomes with a people-first mindset. She talked about auditing current HR processes, identifying gaps, and creating strategic plans that make it easier for employees to do their jobs—without falling into the trap of being the "compliance police."

Data is critical to this strategy. Karen urged HR professionals to embrace data and use it to tell stories—stories that link policy to impact, employee needs to company goals, and growth opportunities to retention.

Advice for Fractionals and Founders

Karen offered valuable advice for both aspiring fractional leaders and the founders who hire them:

• For fractional leaders: Be clear about your boundaries, your goals, and how you operate. Build trust quickly, and focus on outcomes, not hours.
• For founders: Bring in fractional HR before you think you need it. Building strong people infrastructure early prevents costly fixes later.

As Haris wrapped up the conversation, he echoed Karen’s message: the most successful fractional leaders operate like full-time leaders, with the same business-driven mindset, clear deliverables, and commitment to results. But they do it with agility, speed, and strategic intent.

Whether you're considering a fractional path or looking to bring one into your organization, the takeaway is clear: Fractional leadership isn’t about filling a gap—it’s about catalyzing growth.

Missed the live session? You can catch the full webinar recording here or on CandorIQ’s LinkedIn page, where you can explore more resources for HR leaders navigating today’s evolving landscape.