Your safety manager left, and the obligations didn’t. I provide senior interim coverage that keeps the program running — and uses the vacancy to fix what made the seat hard to keep filled.
The day the seat empties, three things start aging: the training calendar, the incident response capability, and the tribal knowledge nobody wrote down. Most companies respond by reposting the old job description within a week — which repeats the exact conditions that created the vacancy. Interim coverage buys you the time to hire deliberately instead of desperately.
Incident response ownership, the compliance calendar kept current, scheduled training delivered, and a named senior contact for your carrier, your customers, and any regulator who calls.
The departing manager’s undocumented knowledge — which exposures worry them, what the carrier flagged, where the bodies are buried — written down before it walks out the door.
Twelve months of the actual calendar tells you what the job really was. I redesign the scope, separate the executive layer from the daily layer, and help you hire into a role built to succeed.
Interim is a bridge: fuller coverage for a defined window — a vacancy, a leave, a transition. Fractional is a structure: an ongoing senior leadership layer a few days a month above right-sized execution staff. Many engagements start interim and settle into fractional once the role is redesigned — and some end with a full-time hire I helped you scope and select. The point is that the decision gets made deliberately, not by whoever answers the job posting first.
Typically within days. The first week is stabilization: what’s due, what’s open, what’s dangerous, and who needs to know there’s a named owner again.
Coverage is scoped to the operation’s actual risk profile — some situations need a heavy on-site presence early, most settle into a structured cadence combining on-site days with remote governance. You pay for what the operation needs, not for a chair to be occupied.
One of three exits, chosen deliberately: convert to a fractional structure, hire a full-time manager into a properly scoped role, or promote and develop an internal candidate with fractional oversight. I have no incentive to prolong the bridge — the engagement defines its own end state.
Tell me what walked out the door and what’s on the calendar. I’ll tell you what needs covering this week and what can wait for the redesign.
FractionalEHS.io delivers on-demand Environmental, Health & Safety leadership for growing industrial firms. Expert-driven. Tech-enabled. Compliance made simple.
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