Strategic Advisory
Strategic People / Fractional CHRO Advisory
Senior People judgement at the leadership table, without an embedded, full-time CHRO.
At a glance
What it is
Ongoing senior-level counsel on people strategy, organisation design and leadership-team decisions, as a tailored monthly arrangement.
Who it is for
CEOs, founders, boards and leadership teams that need a senior People voice in important decisions but do not require, or do not yet need, a full-time, embedded CHRO.
What it supports
Senior decisions and contexts: people and workforce strategy, organisation design and operating-model decisions, leadership-team decisions, senior talent and succession, and growth, transformation and post-M&A considerations, with consistent senior judgement at the table.
What it is not
Not day-to-day HR operations, not management of an internal HR team, and not an embedded, full-time CHRO role. The full list of what is outside scope follows below.
Next step
Start a conversation about the people and organisation decisions in front of you.
Who this is for
This is a deliberate strategic capability, not a stopgap. It is an ongoing way to bring senior people judgement into growth, change and leadership decisions.
What is in scope, and what is outside scope
What is in scope
- People and workforce strategy
- Organisation design and operating-model decisions
- Leadership-team effectiveness and senior-team decision support
- Senior talent, succession and critical-role considerations
- Rewards and people-governance perspective at leadership or board level
- Growth, transformation and post-M&A people considerations
- AI-enabled work and workforce implications, where relevant
- Strategic sponsorship of separately scoped leadership workshops or group-coaching interventions, where relevant
What is outside scope
- Day-to-day HR operations
- Policy administration or employee-relations case management
- Ownership of recruitment delivery, payroll, compliance or HR administration
- Management of an internal HR team
- An embedded, full-time CHRO role
How the engagement works
A tailored monthly advisory arrangement of approximately 6–10 hours per month. It typically combines scheduled strategic sessions with the CEO, founder, CHRO or leadership team, preparation and review of key people and organisation decisions, and limited asynchronous availability for defined, time-sensitive strategic questions.
Scope, access, response expectations and priorities are agreed at the start, so the arrangement remains focused and bounded.
Where this fits
This advisory works as a standalone entry point for organisations needing immediate senior strategic counsel, and as a natural next step after a 90-Day People Function Reset.
The two are independent routes: advisory suits leaders who need ongoing senior people judgement and strategic counsel, and the Reset suits a focused diagnostic and decision process at a people-function inflection point.
For AI-enabled change, ongoing strategic input can sit within an advisory arrangement. Where shared leadership capability is the constraint, a leadership-team workshop or group-coaching engagement can be separately scoped.
Led by
Led by Janani Prakaash, who brings 20+ years of senior People & Culture and transformation leadership experience. The advisory is informed by five years of Global CHRO / Global Head of People & Culture experience across Quantela and Genzeon, nearly a decade in Deloitte Consulting, and leading multiple post-M&A integrations.
Frequently Asked Questions
Is this a full-time or interim CHRO?
No. It is a tailored monthly advisory arrangement that brings senior People judgement to leadership decisions, without an embedded, full-time CHRO. An embedded, full-time CHRO role is outside scope.
What is in scope, and what is not?
In scope is senior counsel on people and workforce strategy, organisation design, leadership-team decisions, senior talent and succession, and growth, transformation and post-M&A considerations. Day-to-day HR operations, employee-relations case management, recruitment, payroll, compliance, HR administration and management of an internal HR team are outside scope.
How does the monthly arrangement work?
It is a tailored arrangement of approximately 6–10 hours per month. It typically combines scheduled strategic sessions with the CEO, founder, CHRO or leadership team, preparation and review of key people and organisation decisions, and limited asynchronous availability for defined, time-sensitive strategic questions. Scope, access, response expectations and priorities are agreed at the start.
When does advisory fit better than a Reset?
Advisory fits when an organisation needs senior strategic counsel on an ongoing basis. The 90-Day People Function Reset fits a focused diagnostic and decision process at a people-function inflection point. Each can be chosen on its own, and neither is required before the other. They also work in sequence: advisory is a natural next step after a Reset, helping leadership translate priorities into sustained decisions and action.
Start with a conversation about the people and organisation decisions in front of you.