Total rewards and executive compensation leadership on a contract basis — through a vacancy, a peak cycle, or a first-time build.
There is a gap between what a consulting engagement delivers and what an organisation sometimes needs. A consultant produces a recommendation. An interim leader owns the outcome — runs the cycle, sits in the meetings, makes the calls, and is accountable for what happens next.
We provide total rewards and executive compensation leadership on a contract basis: partner-level practitioners stepping into the role rather than advising it from outside.
The head of total rewards leaves in September and the committee cycle starts in November. A search takes four to six months if it goes well. Interim coverage keeps the cycle on track rather than deferring decisions into a year where they compound.
Proxy season, an annual review cycle, a benchmarking refresh and a plan redesign landing in the same quarter. The team is capable and simply outnumbered. Fractional capacity is cheaper and faster than a permanent hire the organisation will not need in June.
Plenty of organisations need senior compensation judgment a few days a month and cannot justify a full-time executive to get it. A fractional arrangement provides the seniority without the fixed cost, and scales up around specific events.
Pre-IPO companies standing up a programme for the first time, organisations emerging from a merger with two incompatible structures, or companies whose compensation function has grown past what the current structure supports. These need someone who has done it before, for a defined period.
The last item matters more than it looks. A good interim engagement ends with the organisation better able to run without one — documented processes, a functioning calendar, and a permanent hire who inherits something coherent.
Where the need is advisory rather than operational, the standard service range applies.
Interim generally means full-time coverage of a vacant role for a defined period — often through a search or a specific cycle. Fractional means ongoing part-time capacity, a few days a month, for organisations that need senior compensation judgment but cannot justify a full-time executive. The work is similar; the shape and duration differ.
Considerably faster than a permanent hire, which typically takes four to six months when it goes well. That speed differential is usually the reason organisations consider interim coverage at all — a compensation committee cycle does not pause for a search.
Yes, and that is generally the point. The role includes leading the existing team and, where a permanent hire is coming, coaching a successor into the seat. A good interim engagement ends with documented processes and a functioning calendar, so the permanent hire inherits something coherent rather than a backlog.
Yes. Our team has administered equity programmes across 30+ countries and has run reward functions spanning US, UK and EU frameworks. Cross-border capability is often the specific reason an organisation needs external interim cover — the internal team is competent domestically but has not run a multi-jurisdiction programme before.
Interim cover, fractional capacity, or a defined-period build — scoped to the situation rather than a standard engagement.
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