{"id":84,"date":"2026-06-16T14:22:03","date_gmt":"2026-06-16T14:22:03","guid":{"rendered":"https:\/\/perosconsulting.com\/?page_id=84"},"modified":"2026-09-04T21:29:20","modified_gmt":"2026-09-04T21:29:20","slug":"my-services","status":"publish","type":"page","link":"https:\/\/perosconsulting.com\/es\/","title":{"rendered":"My Services"},"content":{"rendered":"

[et_pb_section fb_built=”1″ fullwidth=”on” admin_label=”Hero Section” _builder_version=”4.27.6″ width=”100%” max_width=”100%” global_colors_info=”{}”][et_pb_fullwidth_header title=”Services” subhead=”business leaders don’t have time to be HR experts. i make sure you don’t have to.” text_orientation=”center” button_one_text=”Learn More” button_one_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjkzIn19@” button_two_text=”Get Started” button_two_url=”https:\/\/perosconsulting.com\/contact\/” background_overlay_color=”rgba(0,0,0,0.8)” content_max_width=”650px” _builder_version=”4.27.8″ _dynamic_attributes=”button_one_url,button_two_url” title_font=”–et_global_body_font|700||on|||||” title_text_color=”#B8955A” title_font_size=”14px” title_letter_spacing=”2px” title_line_height=”1.8em” subhead_font=”Playfair Display|700||on|||||” subhead_font_size=”48px” subhead_line_height=”1.4em” background_color=”rgba(255, 255, 255, 0)” background_image=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/06\/consutant-01.jpg” parallax=”on” parallax_method=”on” custom_button_one=”on” button_one_border_width=”1px” button_one_border_color=”rgba(255,255,255,0.3)” button_one_border_radius=”0px” button_one_letter_spacing=”1px” button_one_font=”–et_global_body_font|700||on|||||” button_one_icon=”$||divi||400″ button_one_icon_color=”#edbb5f” custom_button_two=”on” button_two_border_width=”1px” button_two_border_color=”rgba(255,255,255,0.3)” button_two_border_radius=”0px” button_two_letter_spacing=”1px” button_two_font=”–et_global_body_font|600||on|||||” button_two_icon=”$||divi||400″ button_two_icon_color=”#edbb5f” module_alignment=”right” custom_margin=”|||” custom_padding=”8%||8%||false|false” hover_enabled=”0″ button_one_text_color_hover=”#edbb5f” button_two_text_color_hover=”#edbb5f” button_one_bg_color_hover=”rgba(0,0,0,0)” button_two_bg_color_hover=”rgba(0,0,0,0)” global_colors_info=”{}” button_one_text_size__hover_enabled=”off” button_two_text_size__hover_enabled=”off” button_one_text_color__hover_enabled=”on” button_one_text_color__hover=”#edbb5f” button_two_text_color__hover_enabled=”on” button_two_text_color__hover=”#edbb5f” button_one_border_width__hover_enabled=”off” button_two_border_width__hover_enabled=”off” button_one_border_color__hover_enabled=”off” button_two_border_color__hover_enabled=”off” button_one_border_radius__hover_enabled=”off” button_two_border_radius__hover_enabled=”off” button_one_letter_spacing__hover_enabled=”off” button_two_letter_spacing__hover_enabled=”off” button_one_bg_color__hover_enabled=”on” button_one_bg_color__hover=”rgba(0,0,0,0)” button_two_bg_color__hover_enabled=”on” button_two_bg_color__hover=”rgba(0,0,0,0)” sticky_enabled=”0″ content_font=”–et_global_body_font||||||||” button_one_text_size=”18px” button_two_text_size=”18px”]<\/p>\n

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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.<\/p>\n

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.<\/p>\n

Below is what that looks like in practice. If you’re not sure which one you need, start with the People Risk Snapshot<\/strong> – it’ll tell you.<\/p>\n

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[\/et_pb_fullwidth_header][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”Feature – Image Left” _builder_version=”4.27.7″ custom_margin=”|||” custom_padding=”100px|0px|100px|0px” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” _builder_version=”4.27.8″ max_width=”1430px” animation_style=”fade” hover_enabled=”0″ global_colors_info=”{}” width=”100%” sticky_enabled=”0″][et_pb_column type=”1_2″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/Fractional-Leadership-Picture.png” title_text=”Fractional Leadership Picture” align_tablet=”center” align_phone=”center” align_last_edited=”on|desktop” _builder_version=”4.27.8″ animation_style=”fade” hover_enabled=”0″ box_shadow_style=”preset4″ box_shadow_horizontal=”-80px” box_shadow_vertical=”50px” box_shadow_color=”rgba(12,12,12,0.03)” global_colors_info=”{}” align=”center” sticky_enabled=”0″][\/et_pb_image][et_pb_text _builder_version=”4.27.8″ text_font=”–et_global_body_font||||||||” header_2_font=”–et_global_heading_font||||||||” hover_enabled=”0″ global_colors_info=”{}” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” header_2_text_align=”center” sticky_enabled=”0″]<\/p>\n

Fractional Leadership<\/h2>\n

[\/et_pb_text][et_pb_divider color=”#B8955A” divider_weight=”2px” _builder_version=”4.27.6″ max_width=”60px” module_alignment=”left” height=”2px” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.27.7″ text_font=”–et_global_body_font||||||||” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” hover_enabled=”0″ global_colors_info=”{}” header_2_font=”–et_global_heading_font||||||||”]<\/p>\n

Ongoing, part-time<\/em><\/p>\n

You need senior HR judgment, but not a full-time hire. I step in as your embedded, part-time Head of People \u2014 running the function, advising you directly, and scaling my time up or down as your business does.<\/p>\n

Typical engagement: <\/strong>Ongoing, 3\u20136 month minimum, then month-to-month.<\/p>\n

Good for: <\/strong>Founders who’ve outgrown \u201cfigure it out as we go\u201d but aren’t ready for a full-time HR leader.<\/em>\u00a0<\/p>\n

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[\/et_pb_text][\/et_pb_column][et_pb_column _builder_version=”4.27.8″ _module_preset=”default” type=”1_2″][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/interim_support.png” title_text=”interim_support” align_tablet=”center” align_phone=”center” align_last_edited=”on|desktop” _builder_version=”4.27.8″ animation_style=”fade” hover_enabled=”0″ box_shadow_style=”preset4″ box_shadow_horizontal=”-80px” box_shadow_vertical=”50px” box_shadow_color=”rgba(12,12,12,0.03)” global_colors_info=”{}” align=”center” sticky_enabled=”0″][\/et_pb_image][et_pb_text _builder_version=”4.27.8″ text_font=”–et_global_body_font||||||||” header_2_font=”–et_global_heading_font||||||||” hover_enabled=”0″ global_colors_info=”{}” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” header_text_align=”center” sticky_enabled=”0″ header_2_text_align=”center”]<\/p>\n

Interim Support<\/h2>\n

[\/et_pb_text][et_pb_divider color=”#B8955A” divider_weight=”2px” _builder_version=”4.27.6″ max_width=”60px” module_alignment=”left” height=”2px” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.27.7″ text_font=”–et_global_body_font||||||||” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” hover_enabled=”0″ global_colors_info=”{}” header_2_font=”–et_global_heading_font||||||||”]<\/p>\n

Full-time coverage, defined term<\/em><\/p>\n

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.<\/p>\n

Typical engagement: <\/strong>1\u20136 months, matched to the gap you’re covering.<\/p>\n

Good for: <\/strong>Covering leadership gaps \u2014 parental leave, sudden departures, executive transitions \u2014 without losing momentum.<\/em><\/p>\n

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People Risk Snapshot<\/h2>\n

[\/et_pb_text][et_pb_divider color=”#B8955A” divider_weight=”2px” _builder_version=”4.27.6″ max_width=”60px” module_alignment=”left” height=”2px” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.27.7″ text_font=”–et_global_body_font||||||||” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” hover_enabled=”0″ global_colors_info=”{}” header_2_font=”–et_global_heading_font||||||||”]<\/p>\n

A fast, low-lift way to find out where your exposure actually is \u2014 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.<\/p>\n

Typical engagement: <\/strong>~1 week, async intake + one readout call.<\/p>\n

Good for: <\/strong>\u00a0Leaders who suspect something’s wrong but don’t know what to fix first.<\/em><\/p>\n

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[\/et_pb_text][\/et_pb_column][et_pb_column _builder_version=”4.27.8″ _module_preset=”default” type=”1_2″][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/people_strategy.png” title_text=”people_strategy” align_tablet=”center” align_phone=”center” align_last_edited=”on|desktop” _builder_version=”4.27.8″ animation_style=”fade” hover_enabled=”0″ box_shadow_style=”preset4″ box_shadow_horizontal=”-80px” box_shadow_vertical=”50px” box_shadow_color=”rgba(12,12,12,0.03)” global_colors_info=”{}” align=”center” sticky_enabled=”0″][\/et_pb_image][et_pb_text _builder_version=”4.27.8″ text_font=”–et_global_body_font||||||||” header_2_font=”–et_global_heading_font||||||||” hover_enabled=”0″ global_colors_info=”{}” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” header_2_text_align=”center” sticky_enabled=”0″]<\/p>\n

What Happens After Your Snapshot<\/h2>\n

[\/et_pb_text][et_pb_divider color=”#B8955A” divider_weight=”2px” _builder_version=”4.27.6″ max_width=”60px” module_alignment=”left” height=”2px” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.27.8″ text_font=”–et_global_body_font||||||||” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” hover_enabled=”0″ global_colors_info=”{}” header_2_font=”–et_global_heading_font||||||||”]What Happens After Your Snapshot<\/strong><\/p>\n

The Risk Snapshot tells you where you stand. It doesn’t tell you what to do about it \u2014 that’s a separate conversation, and one you shouldn’t have to figure out alone.<\/p>\n

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<\/strong>. A compliance gap points to Compliance & Policy Foundations<\/strong>. A leadership or turnover flag points to Culture Leadership Diagnostics<\/strong>. You’re never left staring at a list of problems wondering where to start \u2014 you leave the readout call with a prioritized next step, not just a diagnosis.<\/p>\n

There’s no obligation to move forward. But if you do, you’re not starting from zero \u2014 we’re picking up exactly where the Snapshot left off.<\/p>\n

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[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ theme_builder_area=”post_content” _builder_version=”4.27.8″ _module_preset=”default”][et_pb_row _builder_version=”4.27.8″ _module_preset=”default” theme_builder_area=”post_content” width=”100%” max_width=”1430px” hover_enabled=”0″ sticky_enabled=”0″ custom_padding=”|0px||||”][et_pb_column _builder_version=”4.27.8″ _module_preset=”default” type=”4_4″ theme_builder_area=”post_content”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/website-photo-5.png” title_text=”website photo 5″ _builder_version=”4.27.8″ _module_preset=”default” hover_enabled=”0″ box_shadow_style=”preset4″ box_shadow_horizontal=”80px” box_shadow_vertical=”-50px” box_shadow_color=”rgba(12,12,12,0.03)” global_colors_info=”{}” max_width=”80%” align=”center” sticky_enabled=”0″ theme_builder_area=”post_content”][\/et_pb_image][et_pb_text _builder_version=”4.27.8″ text_font=”–et_global_body_font||||||||” header_2_font=”–et_global_heading_font||||||||” max_width=”100%” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″ theme_builder_area=”post_content” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em”]<\/p>\n

The Ways I Can Help<\/h2>\n

[\/et_pb_text][et_pb_divider color=”#B8955A” divider_weight=”2px” _builder_version=”4.27.8″ max_width=”80px” module_alignment=”center” height=”2px” hover_enabled=”0″ global_colors_info=”{}” theme_builder_area=”post_content” sticky_enabled=”0″][\/et_pb_divider][et_pb_text _builder_version=”4.27.8″ text_font=”–et_global_body_font||||||||” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” max_width=”100%” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″ theme_builder_area=”post_content” header_2_font=”–et_global_heading_font||||||||”]<\/p>\n

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.<\/p>\n

Specific Service Areas<\/strong><\/p>\n

Pay & Performance Framework Design<\/strong>\u00a0<\/span><\/p>\n

If every comp decision is a one-off negotiation, you don’t have a pay strategy \u2014 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.<\/p>\n

Workforce Reduction & Restructuring Support<\/strong><\/p>\n

Reductions and restructures are where a single misstep becomes a lawsuit, a headline, or both. I plan and run the process \u2014 selection criteria, compliance, timing, communication \u2014 so it’s handled correctly and humanely.<\/p>\n

M&A Integration Support<\/strong><\/p>\n

When you’re acquiring a company or being acquired, HR is where the risk hides \u2014 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.<\/p>\n

Compliance & Policy Foundations<\/strong><\/p>\n

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.<\/p>\n

Onboarding & Manager Toolkits<\/strong><\/p>\n

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.<\/p>\n

Culture & Leadership Diagnostics<\/strong><\/p>\n

Something’s off \u2014 turnover, disengagement, a leadership team that isn’t gelling \u2014 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.<\/p>\n

Manager Development Programs<\/strong><\/p>\n

Your managers are the reason people stay or leave \u2014 and most were never trained to lead. I build ongoing development programs, including 360 feedback, that measurably strengthen manager capability over time.<\/p>\n

Change & Communication Programs<\/strong><\/p>\n

Rolling out a hard message \u2014 a bonus plan change, a restructure, a policy shift \u2014 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.<\/p>\n

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  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. 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