Services
business leaders don't have time to be HR experts. i make sure you don't have to.
Most business leader don’t wake up needing “HR.” They wake up needing a bad hire fixed, a compliance risk closed, a manager who can’t lead trained up, or a hard conversation handled before it becomes a resignation – or a lawsuit.
I’ve spent 20 years solving exactly those problems, for companies ranging from early-stage startups to organizations mid-acquisition. I don’t lead with process or paperwork. I lead with what’s actually costing you money, time, or sleep – and I fix that first.
Below is what that looks like in practice. If you’re not sure which one you need, start with the People Risk Snapshot – it’ll tell you.
Fractional Leadership
Ongoing, part-time
You need senior HR judgment, but not a full-time hire. I step in as your embedded, part-time Head of People — running the function, advising you directly, and scaling my time up or down as your business does.
Typical engagement: Ongoing, 3–6 month minimum, then month-to-month.
Good for: Founders who’ve outgrown “figure it out as we go” but aren’t ready for a full-time HR leader.
Interim Support
Full-time coverage, defined term
Your HR leader just left, is on leave, or you’re mid-transition and can’t afford a gap. I drop in immediately, keep the function running, and hand off cleanly when you’re ready.
Typical engagement: 1–6 months, matched to the gap you’re covering.
Good for: Covering leadership gaps — parental leave, sudden departures, executive transitions — without losing momentum.
People Risk Snapshot
A fast, low-lift way to find out where your exposure actually is — before you commit to anything bigger. I review your documents, score your risk areas on a one-page scorecard, and walk you through it live.
Typical engagement: ~1 week, async intake + one readout call.
Good for: Leaders who suspect something’s wrong but don’t know what to fix first.
What Happens After Your Snapshot
The Risk Snapshot tells you where you stand. It doesn’t tell you what to do about it — that’s a separate conversation, and one you shouldn’t have to figure out alone.
Once you have your scorecard, I walk you through it and connect each flagged risk to the service built to fix it. A pay-equity flag points to Pay & Performance Framework Design. A compliance gap points to Compliance & Policy Foundations. A leadership or turnover flag points to Culture Leadership Diagnostics. You’re never left staring at a list of problems wondering where to start — you leave the readout call with a prioritized next step, not just a diagnosis.
There’s no obligation to move forward. But if you do, you’re not starting from zero — we’re picking up exactly where the Snapshot left off.
The Ways I Can Help
Every business’s people problems look a little different – and so does the fix. Here’s the full range of what I offer, from a quick diagnostic to hands-on leadership through your biggest transitions. Pick the one that matches where you’re stuck, or start with the Snapshot and let it point you there.
Specific Service Areas
Pay & Performance Framework Design
If every comp decision is a one-off negotiation, you don’t have a pay strategy — you have exposure. I build job levels, pay bands, and market-benchmarked structures with the governance to back them up, so decisions become consistent, defensible, and board-ready.
Workforce Reduction & Restructuring Support
Reductions and restructures are where a single misstep becomes a lawsuit, a headline, or both. I plan and run the process — selection criteria, compliance, timing, communication — so it’s handled correctly and humanely.
M&A Integration Support
When you’re acquiring a company or being acquired, HR is where the risk hides — mismatched policies, duplicate systems, unclear reporting lines. I lead the integration: aligning HR processes, standing up shared systems, and giving you a clear people roadmap through close and beyond.
Compliance & Policy Foundations
Most early-stage companies are running on borrowed time with outdated or missing policies. I build state-appropriate, compliant policies and employment documentation so you’re covered before something forces the issue.
Onboarding & Manager Toolkits
New hires and new managers are often left to figure it out. I build the onboarding process and the day-to-day tools managers need, so people issues stop landing on your desk.
Culture & Leadership Diagnostics
Something’s off — turnover, disengagement, a leadership team that isn’t gelling — but you can’t quite name it. I diagnose what’s actually happening, deliver a clear action plan, and coach your leaders through fixing it.
Manager Development Programs
Your managers are the reason people stay or leave — and most were never trained to lead. I build ongoing development programs, including 360 feedback, that measurably strengthen manager capability over time.
Change & Communication Programs
Rolling out a hard message — a bonus plan change, a restructure, a policy shift — badly can cost you more trust than the change itself. I build the manager briefings, talking points, and rollout plan that turn a top-down announcement into something your people actually understand and trust.