Fractional Head of People

Build the people side of your company, piece by piece.

I'm Greicy Melo. I help founders and leadership teams at companies of 10–75 people put the right pieces in place (policies, onboarding, performance, manager training) and I stay close enough to make sure they hold.

Book a free 30-minute call See the building blocks
Greicy Melo, founder of Let's Build People
Greicy Melo Founder · Fractional Head of People
10+ years
leading People teams in tech
95–100%
review completion in the process I built at TuneIn
Both sides
of M&A: acquirer and acquired

Where I've worked

  • TuneIn
  • Rakuten
  • Nokia
  • Unilever

Sound familiar?

You've outgrown figuring out HR as you go. You're not ready for a full‑time Head of People.

Every people question lands on you

Offers, exits, conflicts. They come to the founder because nobody senior is there to take them.

Hiring outran the structure

Headcount is up. Onboarding, job levels and reviews are still improvised.

Guessing is getting expensive

Classification, handbooks, multi-state rules. Quiet gaps don't stay quiet.

You need judgment, not a help desk

A template won't sit in the hard conversation with you. I will.

The building blocks

People don't grow by accident. They grow on what you build under them.

Each block is a piece of work I can build with you. Start with the ones you're missing. You rarely need all of them on day one.

01 Foundation

  • Handbook & policiesWritten for how you work
  • Compliance basicsThe gaps that get costly
  • OnboardingA first 90 days that works
  • HR systemsChoosing and setting up an HRIS

02 Structure

  • Company valuesSpecific enough to hire on
  • Job levelsClear paths to grow
  • Compensation philosophyPay decisions you can explain

03 Growth

  • Performance reviewsA cycle people complete
  • Manager trainingFeedback, coaching, hard talks

04 The point

  • People who grow with the businessAnd a culture they want to stay in

And the mortar between the blocks

Documents don't hold a company together. Judgment does: the tough employee conversation, the reorg announcement, the pay decision that sets a precedent. That is the ongoing work I do as a fractional Head of People.

  • Employee relations
  • Change management
  • Manager coaching
  • Engagement
  • Leadership advice

Ways to work together

Three ways to bring me in, scoped to what you need.

Fixed-scope project

HR Foundations

I build the blocks you're missing: handbook and policies, onboarding, values, job levels, performance reviews, compliance basics. Made for your company, not copied from a template.

  • Clear deliverables and timeline
  • Price agreed before we start
  • Yours to run when I'm done

Ongoing partnership

Fractional Head of People

A senior people leader on your team for a set number of hours each month: employee relations, manager coaching, compensation decisions, change, and the conversations you'd rather not have alone.

  • Monthly retainer, capped hours
  • Direct access by Slack and email
  • Regular sessions with leadership

Deal-specific

People side of M&A

People due diligence, integration planning, communications, role mapping and retention. I've done this work as the acquirer and as the acquired, so I know what each side misses.

  • Pre-deal people risk review
  • Day 1, 30 and 90 plan
  • Scoped to the deal

How it starts

  1. 1

    Free 30-minute call

    You tell me what's going on. I tell you honestly whether I can help.

  2. 2

    Written proposal

    Scope, deliverables, timeline and price. No surprises later.

  3. 3

    We build

    I do the work with you and your managers, so it fits how you operate.

  4. 4

    Hand over or stay on

    Run it yourselves, or keep me as your fractional Head of People.

About me

I've spent more than ten years building the people side of tech companies.

As Director of People Operations at TuneIn, I've led people operations for a fully remote U.S. team and built the performance review process from scratch. It has run at 95–100% completion every cycle.

Before that I was a Senior HR Business Partner at Rakuten Advertising, working with product, design, engineering and commercial leaders. I've been through acquisitions on both sides of the table, and I know what they ask of people.

I started in finance and business analysis at Unilever and Nokia before moving into HR. I studied Psychology at the University of San Francisco and Human Capital Management at NYU, and I'm certified in Everything DiSC Workplace.

  • Winter Garden, near Orlando. Remote across the U.S.
  • English and Portuguese
Talk with me LinkedIn

How I got here

  1. 2021 – today TuneIn Director, People Operations. Joined as Sr. HR Business Partner.
  2. 2018 – 2021 Rakuten Advertising HR Business Partner, then Senior HR Business Partner.
  3. 2015 – 2018 Rakuten Intelligence HR Coordinator, then HR Generalist, at the company formerly known as Slice.
  4. 2004 – 2011 Nokia and Unilever Finance and business analysis.

How I think

Three things I keep telling founders.

Your managers are your culture. Everything else is a slide deck.
On where culture lives
Change doesn't fail in the announcement. It fails in the silence after.
On making change stick
The most valuable conversations I've had as an HR partner didn't start with a policy. They started with curiosity.
On being a thought partner
Read more of my posts on LinkedIn

In their words

What people I've worked with say.

…an absolute treasure and a superweapon any team can have. She can act as a morale and performance booster during good times and offer support and protection during difficult times for a company, whether it has a dozen or a thousand employees…
Eugene MasterovWorked together for 10+ years at two companies
She brought a thoughtful, business-minded approach to every situation while always keeping people at the center of her work. Greicy is highly collaborative, trusted by leaders and employees alike…
Deanna GramsChief People Officer, TuneIn
Combining a genuine willingness to hear and understand the team with an analytical approach to practical data, she is excellent at offering efficient solutions that balance the best interests of both the business and its employees.
Sofia MysakReported to Greicy for 5+ years

Excerpts from recommendations on my LinkedIn profile.

Questions founders ask

Straight answers before we talk.

If yours isn't here, ask me on the call.

What does it cost?

Foundations projects usually start around $3,000, depending on which blocks you need. Fractional support starts at $2,500 a month. You get the scope and the price in writing before any work begins.

Do you replace a full-time HR hire?

For a company of 10–75 people, usually yes, for now. You get senior judgment for a few hours a month instead of a full salary. When you're big enough to need someone full time, I'll tell you, and I'll help you define the role.

What don't you do?

I don't give legal advice, broker benefits, run payroll or recruit for you. When you need an employment lawyer, a broker or a recruiter, I'll say so early and work alongside them.

How many clients do you take?

A small number at a time, on purpose. Fractional only works if you get real attention. If I don't have room, I'll tell you on the first call.

Do we need to be in Florida?

No. I work remotely with companies across the U.S., including fully remote and multi-state teams. If you're near Orlando, I'm happy to meet in person.

What happens on the free call?

Thirty minutes on where your people foundation stands today: what's solid, what's missing and what to do first. You leave with a clear next step whether or not we work together.

Start here

Tell me what you're building.

A few lines about your company and the people question on your mind is enough. The first call is free and takes 30 minutes.

I read every message myself. You'll usually hear back from me within two business days.

Book a free 30-minute call