I wish to help small businesses and non-profit organizations turn their HR data into a solid and secure foundation that will enable AI for their operations.
Most AI initiatives in HR don't fail because of the AI. They fail because the data foundation underneath was never built for the question being asked.
My goal is to work with small businesses and non-profit organizations where my 25 years in HR tech and data can compound into real leverage.
Growing small businesses whose HR data hasn't kept pace with headcount. People decisions are still running on spreadsheets, memory, and gut feel — because no one owns the data foundation yet.
Where the people analytics team is stuck in reporting mode and can't get to strategy.
A clear-eyed assessment of where your HR data and AI capability stands today, where it needs to be in twelve months, and the specific path between the two. Stakeholder interviews, data stack audit, AI readiness, prioritized roadmap, leadership-ready presentation.
I work alongside your leadership team on an ongoing basis — advising on the data roadmap, guiding your analysts, and weighing in on vendor decisions. Senior counsel when you need it, without the overhead of a full-time hire. This is the core of my practice.
I'm Rachel Belino.
I led a team that built an HR data foundation that generates real business insight, operates inside modern privacy law, and deployed working AI on top.
I built an HR Technology function from scratch and managed HR Shared Services across three continents — with an international assignment in Japan along the way.
I started this practice because the work I've spent a quarter century doing is now the work every company is trying to figure out — and most of them are trying to figure it out alone. Fractional is how I make this expertise accessible to more than one company at a time.
A consulting firm gives you a team of junior people managed by a partner you see twice a month. I'm the one advising you directly, every time — not a rotating cast of analysts. Closely engaged with your team, not dropping off a deck and disappearing.
Most companies under a certain size don't have enough data work to justify a full-time CDO at executive compensation, but the work they do have is genuinely executive-level. Fractional solves that math. I often help clients define the full-time role and recruit their eventual replacement when they're ready.
The Strategy engagement is the pilot. A fixed scope, a clear deliverable, and a natural decision point for whether to continue together. I don't do smaller ad-hoc pilots because I can't deliver executive-level value in a smaller scope.
A fractional executive's value is depth, not breadth. I've spent 25 years in one domain — that's what makes me worth my rates and where I maximize my value-add. If you believe I can offer value in an adjacent domain, let's talk, my skills and expertise are transversal.
Yes. Before starting any engagement, I will run a conflict-of-interest check with you and any organizations I work for or with, and I won't take on two organizations competing for the same customers, funding, or talent at the same time. If a potential conflict arises mid-engagement, I will disclose it immediately and work with all parties on the best path forward.