For companies with more than 50 employees
Fractional Chief Wellbeing Officer
Senior wellbeing leadership, part-time, with someone accountable for the follow-through.
A Chief Wellbeing Officer connects employee wellbeing with leadership decisions and practical action. Frven Lim offers this leadership on a fractional, part-time basis for companies with more than 50 employees, working alongside HR. Start with a scoped 90-day pilot in London, Singapore or online worldwide.
The research
Employee wellbeing belongs in the business conversation
Research from the University of Oxford Wellbeing Research Centre analysed around one million employee surveys across 1,782 publicly listed US companies. Higher employee wellbeing was associated with greater profitability and company value.
The findings are correlational and do not show that wellbeing causes performance. The surveys were crowdsourced, so respondents may not represent all employees, and the study covers US listed companies only. It does not evaluate or validate The Ministry of Happier, its framework or its services, and no financial return is implied.
Understanding is the beginning. Follow-through matters.
Wellbeing should shape leadership decisions rather than live only in a calendar of activities. A fractional Chief Wellbeing Officer is a part-time senior lead working alongside HR, within a scoped 90-day pilot.
01
Baseline
Understand employee experience, with safeguards agreed first.
02
Leadership interpretation
Examine findings with leaders alongside information you already hold.
03
Practical priorities
Agree a small number of actions, each with an owner.
04
Review
Revisit what was done and decide the next step.
Source: De Neve, J-E., Kaats, M. and Ward, G. (2024), Workplace Wellbeing and Firm Performance, University of Oxford Wellbeing Research Centre Working Paper 2304, July 2024. doi.org/10.5287/ora-bpkbjayvk · What the research means for leaders. No affiliation with or endorsement by the University of Oxford or the authors is implied.
The role
What does a Chief Wellbeing Officer do for your company?
Many companies measure wellbeing and then stall: results sit in a slide deck, nobody owns the response, and staff stop believing the next survey will matter. The fractional role closes that gap.
Your named lead is Frven Lim, founder of The Ministry of Happier, an architect turned coach and wellbeing facilitator. Part-time or outsourced wellbeing leadership describes the engagement model; the work is to interpret what employees report, help leaders agree priorities and review follow-through. This is a company consultancy service, not a job vacancy or recruitment agency.
Senior wellbeing leadership, part-time
A named senior lead who keeps wellbeing on the leadership agenda, without the cost or commitment of a full-time hire.
Alongside your HR team, not instead of it
Frven works with your existing HR and People colleagues, policies and providers. The role does not replace HR, occupational health or clinical care.
Employee experience connected to decisions
What people report is interpreted with leaders and turned into a small number of agreed priorities, rather than another isolated survey.
Ownership and follow-through
Actions have owners and deadlines, progress is tracked, and agreed measures are repeated so leaders can review what has changed.
Fractional CWO, full-time hire or wellbeing workshop?
- Fractional Chief Wellbeing Officer
- A named part-time lead alongside HR, with agreed priorities, action ownership and review. Frven’s service starts with a 90-day pilot; quarterly support is optional.
- Full-time Chief Wellbeing Officer
- An employed leader with an ongoing company remit. Consider this when the scope calls for a full-time role; Frven’s fractional service is not an employment placement.
- Standalone wellbeing workshop
- A focused session for a team or a particular topic. Workshops can be commissioned independently, without buying an audit or a fractional leadership pilot.
Looking for a focused team session instead? Explore workplace wellbeing workshops and company support.
How it starts
A 90-day pilot: understand, act, review.
The pilot gives leaders a clear start, a small number of owned actions and a review point, before anyone decides whether ongoing support is useful.
Days 1-30
Understand
- Agree objectives, participation and safeguards
- Hope vs Hunger baseline and interpretation
- Baseline report, leadership briefing and three priority areas
Days 31-60
Act
- Agree up to three practical actions, with owners and deadlines
- Action plan and progress tracker
- Two check-ins and an employee update
Days 61-90
Review
- Repeat the agreed measures
- Review completed actions and early changes
- Follow-up report, leadership review and next-quarter recommendations
After the pilot, if useful
Optional ongoing quarterly support, with monthly sponsor check-ins and action tracking. No compulsory annual commitment.
How fees are agreed
A fixed pilot fee, agreed after scoping your workforce, locations and delivery. Ongoing support and any interventions are quoted separately.
Step one when Frven comes on board
Workplace wellbeing audit: the onboarding baseline
In the first 30 days, a Hope vs Hunger baseline gives the role a shared starting point. It is a means to agree priorities, not the product itself.
Hope
Inner assets people can draw on
- Optimism and self-worth
- Support network
- Resourcefulness
- Sense of fortune
- Spiritual reassurance
Hunger
Current burdens consuming energy
- Stress and current pressure
- Feeling unrecognised
- Loneliness
- Money worries
- Unanswered questions and fear of the future
What you receive
01
An agreed brief
The decisions you want to inform, objectives, participation and safeguards.
02
A findings summary
The baseline report: relevant patterns, context and limitations, not a diagnosis or a prediction of who will leave.
03
A leadership interpretation meeting
A leadership briefing with Frven to examine the findings alongside the information you already hold.
04
Priorities and a review plan
Three priority areas that lead into the action phase, with owners and review dates agreed.
Need only an assessment? A standalone audit can still be scoped as a separate engagement, though the fractional role is where the follow-through happens. See the wider company offering.
Safeguards and limits
The role uses Frven’s Hope/Hunger approach, a proprietary reflection framework that is not a clinical diagnosis or a substitute for a formal stress risk assessment.
- Safeguards before collection
- Objectives, participation, access, retention and any voluntary follow-up are agreed before responses are collected. Anonymity is not promised where individuals could be identified.
- Aggregate reporting
- Describes group patterns, with care where small groups could reveal individuals.
- Confidential reporting
- Restricts who can see results; confidential is not necessarily anonymous.
- Named reporting
- Used only with explicit permission, clear disclosure and agreed access. Named follow-up is never assumed.
- What the role is not
- Not full-time employment, not a replacement for HR, occupational health or clinical care. The work does not certify regulatory compliance and does not establish that wellbeing caused changes in absence, turnover or profitability.
Frequently asked questions
Chief Wellbeing Officer: frequently asked questions
Is a fractional Chief Wellbeing Officer right for your company?
A discovery conversation covers your size, locations, current HR support and what you want leaders to act on. No obligation, no compulsory annual commitment.
Available to companies in London and Singapore, and online worldwide.
Why is Frven the CWO you need?
- Architect with 25 years’ experience, including leading and managing 260 staff.
- Entrepreneur who understands business and ROI.
- Trained coach and human communication expert.
- Author of six books on happiness for success.