Scale People Operations Without Losing the People Part.
AscendCPO is your embedded fractional people partner—focused on making HR a true value driver through board-ready insights, executive coaching, and scalable systems that grow with your team.
At this stage, people problems aren’t just headaches—they’re risks.
As you scale, reactive HR stops working. You need systems for retention, tools for coaching managers, and reporting that your board actually understands. But hiring a full-time exec too early can backfire. AscendCPO gives you strategic HR leadership without the overhead, so your people systems grow as fast as your company does.
What’s Inside AscendCPO
Executive HR Partnership
We embed with your leadership team, guiding org design, planning, and board-level talent strategy. You’ll have a thought partner—not just a policy enforcer.
Includes:
Org planning and team design
Board reporting and talent narratives
Exec coaching and leadership alignment
HR Systems Stewardship
We maintain and evolve your people stack—from onboarding to performance management—so things don’t break as you scale.
Includes:
Performance cycle management
HR tech stack oversight
HRIS and knowledge base upkeep
Manager Enablement
We coach, equip, and support your managers so they can grow talent, not just manage tasks.
Includes:
Feedback systems and escalation support
New manager onboarding
Training and coaching plans
Talent Signals & Strategy
You get proactive, data-driven insights on turnover risk, engagement, and org health—so you're not flying blind when people issues arise.
Includes:
Flight risk monitoring
Retention and compensation reviews
Quarterly people strategy reports
Where AscendCPO Shows Up
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When it’s time to talk talent at the board level, we help you go beyond metrics. You’ll show how your people strategy supports growth—and what needs to change before it doesn’t.
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We tune up your systems—onboarding, reviews, HRIS, handbooks—so they evolve with your team. You’ll scale without sacrificing clarity or consistency.
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We help your managers lead with confidence. From day-one expectations to performance conversations, they’ll spend less time guessing—and more time growing people.
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From turnover risk to comp misalignment, we surface early warning signs so you’re not caught off guard. You’ll make proactive people moves with clarity, not scramble under pressure.
