Rising Demand for Fractional HR Points to Changing Priorities for Businesses
Hunter Adams has seen a noticeable increase in demand for fractional HR support in recent months – a clear signal of how the market is shifting and how organisations are choosing to access senior people expertise.
While “fractional HR” may feel like a relatively new term, the concept itself isn’t new to us. For almost 15 years, Hunter Adams has been supporting organisations through interim and outsourced HR models that give businesses access to the right level of expertise, exactly when they need it. Fractional is simply the latest terminology being used to describe a flexible, practical way of working.
What we’re seeing now is more organisations actively choosing fractional HR as a long-term solution. Businesses want experienced HR professionals without the cost or commitment of a full-time hire, particularly when their needs are specific, project-based or cyclical.
In 2025 we saw a particular uptake in fractional Reward support, a skillset which many companies don’t have in house, but is highly sought after as businesses seek to streamline reward frameworks and refresh job evaluation and grading. We expect this trend to continue in 2026 alongside increased demand for:
Strategic workforce planning specialists, to help support digital transformation, adapting to AI driven processes and support businesses to match their (ever evolving) future talent needs.
HR professionals with data analytics skills as the role of HR continues to shift toward being more strategic, evidence-based, and data-driven, and processes and workflows change to make better use of AI.
Clear and practical advice and guidance on the Employment Rights Act and the what the upcoming changes mean for employers; from updating policies and day-to-day practices to ensuring line managers understand their responsibilities. Expert guidance will be essential to help navigate these changes confidently and avoid unintended risks.
ER specialists, who can assist busy teams with their ER caseload. Many HR teams are still facing increased ER issues, and this is likely to increase as we see more AI generated complaints and the expected increase in formal grievances and employment tribunal claims arising from the Employment Rights Act.
A key part of our approach is matching the right person to the right need – and fractional doesn’t automatically mean “very senior”. For some clients, that might be a call-off HR Director helping to shape people strategy at critical points. For others, it’s HR management support, due diligence around a transaction, or expert guidance through a TUPE process.
Across Hunter Adams, our range of fractional HR support includes the following consultants:
Dean Hunter, providing call-off HRD support and HR strategy setting
Sarah Beaumont, offering call-off HRD services alongside learning and development strategy
Lauren Finnie and Fraser Sked, delivering call-off HR Manager support
Alongside this, we also have a team of specialist consultants in Recruitment, Employee Engagement and Learning and Development. For some organisations, support in these areas may only be needed once a year – and that’s absolutely fine. Fractional HR is about flexibility, not forcing a model that doesn’t fit.
Ultimately, the rise in fractional HR reflects a more mature approach to people management. Businesses want access to experience, insight and specialist skills, without unnecessary overheads. That’s something Hunter Adams has been helping organisations achieve for many years – regardless of what label the market chooses to use.
To find out more about the flexible models of HR support we offer clients, please get in touch with us at team.admin@hunteradams.co.uk or visit our website - www.hunteradams.co.uk.