Fractional Safety Director / Outsourced Safety Manager

Scope of Work

What's included.

Embedded Leadership

Own safety outcomes as part of your team, not a one-time report.
Provide direction to your management and safety staff.
Attend onsite audits (DOT, PUC, OSHA, Insurance) with ample notice from the Client.

Program Oversight

Ongoing oversight across policies, CSA, HOS, accidents, maintenance, and training.
Report exceptions and performance to your management team.
Keep the safety culture compounding month over month.

The Full Function, On Demand

Everything in Safety Program Development, sustained over the term.
Executive-level judgment when incidents, audits, or claims hit.
A single accountable owner for your safety and compliance function.

Advisory in nature; the Client remains the regulated party and retains all personnel and operational decisions.

Keep Exploring

Other services.

Executive safety leadership without the headcount

Most carriers hit a wall somewhere between 15 and 50 trucks. Below it, the owner holds safety in their head. Above it, that stops working, but a full-time safety director with real experience is an expensive hire and the wrong first move if the role has never existed before.

A fractional safety director fills that gap with someone who has run the function before. The work is not administrative coverage; it is deciding what the safety program should be, holding supervisors accountable for it, sitting in the conversations where operational decisions get made, and owning the outcome.

That last part is what distinguishes it from consulting. A consultant delivers findings and leaves. A fractional director is in your management meetings, answers for the numbers, and is the person dispatch has to argue with when schedule pressure meets hours of service.

It also creates a path. Many carriers use fractional leadership to build the function, then hire into it once the role is defined and the expectations are established, which is a much easier hire to make well.

FAQ

Frequently asked questions.

How much time do you actually spend with us?

It depends on fleet size and what is broken. The arrangement is built around what the operation needs rather than a fixed block of hours, and it usually starts heavier while the program is being established.

At what fleet size does this make sense?

Commonly somewhere from 15 to 100 power units, though the trigger is more often an event than a number: a bad audit, a serious crash, an insurance non-renewal, or the departure of whoever had been holding it together.

What happens when we want to hire full-time?

That is a normal and good outcome. The role has been defined, the program exists, and you are hiring into something rather than hoping a new hire invents it.