{"id":84,"date":"2026-06-16T14:22:03","date_gmt":"2026-06-16T14:22:03","guid":{"rendered":"https:\/\/perosconsulting.com\/?page_id=84"},"modified":"2026-10-22T15:59:07","modified_gmt":"2026-10-22T15:59:07","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=”FRACTIONAL & INTERIM CHIEF PEOPLE OFFICER” subhead=”YOU DON’T NEED TO BE AN HR EXPERT. THAT’S MY JOB. ” text_orientation=”center” button_one_text=”Learn More” button_one_url=”@ET-DC@eyJkeW5hbWljIjp0cnVlLCJjb250ZW50IjoicG9zdF9saW5rX3VybF9wYWdlIiwic2V0dGluZ3MiOnsicG9zdF9pZCI6IjkzIn19@” button_two_text=”Book a call” button_two_url=”https:\/\/perosconsulting.com\/contact\/” background_overlay_color=”rgba(0,0,0,0.8)” _builder_version=”4.27.9″ _dynamic_attributes=”button_one_url,button_two_url” title_font=”–et_global_body_font|700||on|||||” title_text_color=”#F5F2ED” title_font_size=”20px” title_letter_spacing=”2px” title_line_height=”1.8em” content_font=”–et_global_body_font||||||||” 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_text_size=”18px” 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=”$||divi||400″ button_one_icon_color=”#edbb5f” custom_button_two=”on” button_two_text_size=”18px” button_two_border_width=”1px” button_two_border_color=”rgba(255,255,255,0.3)” button_two_border_radius=”0px” button_two_letter_spacing=”1px” button_two_font=”–et_global_body_font|600||on|||||” button_two_icon=”$||divi||400″ button_two_icon_color=”#edbb5f” module_alignment=”right” custom_margin=”|||” custom_padding=”8%||8%||false|true” subhead_font_size_tablet=”30px” subhead_font_size_phone=”30px” subhead_font_size_last_edited=”on|tablet” 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)”]<\/p>\n

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Nobody wakes up needing \u201cHR.\u201d You wake up needing a bad hire fixed, a compliance gap closed, a struggling manager turned around, or a hard conversation handled before it becomes a resignation. Or a lawsuit.<\/em><\/span><\/h1>\n

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I\u2019ve spent 20+ years solving exactly those problems, from early-stage startups to companies mid-acquisition. I don\u2019t lead with process or paperwork. I start with whatever\u2019s costing you money, time, or sleep, and I fix that first.<\/em><\/span><\/h1>\n

Here\u2019s what that looks like in practice. Not sure where to start? The People Risk Snapshot will tell you.<\/em><\/span><\/h1>\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=”4.27.8″ custom_margin=”|||” custom_padding=”100px|0px|0px|0px|false|false” global_colors_info=”{}”][et_pb_row column_structure=”1_2,1_2″ use_custom_gutter=”on” _builder_version=”4.27.9″ width=”100%” max_width=”1430px” custom_margin=”||||false|false” custom_padding=”|4vw||4vw|false|true” animation_style=”fade” global_colors_info=”{}”][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=”center” align_tablet=”center” align_phone=”center” align_last_edited=”on|desktop” _builder_version=”4.27.8″ custom_margin=”||30px||false|false” custom_padding=”||||false|false” animation_style=”fade” box_shadow_style=”preset4″ box_shadow_horizontal=”-80px” box_shadow_vertical=”50px” box_shadow_color=”rgba(12,12,12,0.03)” global_colors_info=”{}”][\/et_pb_image][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” header_2_font=”–et_global_heading_font||||||||” header_2_text_align=”center” max_width=”100%” custom_margin=”||30px||false|false” global_colors_info=”{}”]<\/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” header_2_font=”–et_global_heading_font||||||||” max_width=”100%” global_colors_info=”{}”]<\/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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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=”4.27.9″ text_font=”–et_global_body_font||||||||” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” header_2_font=”–et_global_heading_font||||||||” max_width=”100%” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]<\/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 (parental leave, sudden departures, executive transitions) in organizations up to 1,500+ employees, 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” header_2_font=”–et_global_heading_font||||||||” max_width=”100%” global_colors_info=”{}”]<\/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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What Happens After Your Snapshot<\/h2>\n

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The People 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 analysis, 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″ _builder_version=”4.27.8″ _module_preset=”default” global_colors_info=”{}”][et_pb_row _builder_version=”4.27.9″ _module_preset=”default” width=”100%” max_width=”1430px” custom_padding=”|4vw||4vw|false|true” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.27.8″ _module_preset=”default” global_colors_info=”{}”][et_pb_image src=”https:\/\/perosconsulting.com\/wp-content\/uploads\/2026\/08\/website-photo-5.png” title_text=”website photo 5″ align=”center” force_fullwidth=”on” _builder_version=”4.27.9″ _module_preset=”default” max_width_tablet=”70%” max_width_phone=”70%” max_width_last_edited=”on|desktop” box_shadow_style=”preset4″ box_shadow_horizontal=”80px” box_shadow_vertical=”-50px” box_shadow_color=”rgba(12,12,12,0.03)” global_colors_info=”{}”][\/et_pb_image][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” header_2_font=”–et_global_heading_font||||||||” max_width=”100%” global_colors_info=”{}”]<\/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” global_colors_info=”{}”][\/et_pb_divider][et_pb_text _builder_version=”4.27.9″ text_font=”–et_global_body_font||||||||” text_font_size=”16px” text_letter_spacing=”1px” text_line_height=”2em” header_2_font=”–et_global_heading_font||||||||” max_width=”100%” inline_fonts=”Arial,Times New Roman” global_colors_info=”{}”]<\/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.<\/em><\/p>\n

Specific Service Areas<\/span><\/strong><\/h3>\n

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

Why does he earn more than me?<\/em> <\/strong>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><\/span><\/p>\n

One wrong move becomes a lawsuit, a headline, or both.<\/em><\/strong> 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><\/span><\/p>\n

The deal closes. The people problems start<\/strong>.<\/em> Mismatched policies, duplicate systems, unclear reporting lines: HR is where integration risk hides. I lead the people side from close through integration, with a clear roadmap.<\/p>\n

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

You\u2019re covered, until you\u2019re not.<\/em> <\/strong>Most growing companies run on missing or outdated policies. I put compliant, state-appropriate policies and employment documents in place before something forces the issue.<\/p>\n

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

Why do people issues keep landing on your desk?<\/em> <\/strong>Because new hires and new managers are left to figure it out alone. I build the onboarding and day-to-day tools that let them handle it.<\/p>\n

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

Something\u2019s off, and you can\u2019t name it<\/strong>.<\/em> Rising turnover, low engagement, a leadership team that isn\u2019t gelling. I find the root cause, hand you a clear plan, and coach your leaders through the fix.<\/p>\n

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

People don\u2019t quit companies. They quit managers.<\/em> <\/strong>Most of yours were never trained to lead. I build development programs, including 360 feedback, that make them measurably better over time.<\/p>\n

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

Announce it badly, and you lose more trust than the change was worth<\/strong>.<\/em> Bonus changes, restructures, policy shifts. I build the rollout plan, manager briefings, and talking points that make a hard message land.<\/p>\n

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  Nobody wakes up needing \u201cHR.\u201d You wake up needing a bad hire fixed, a compliance gap closed, a struggling manager turned around, or a hard conversation handled before it becomes a resignation. Or a lawsuit. I\u2019ve spent 20+ years solving exactly those problems, from early-stage startups to companies mid-acquisition. I don\u2019t lead with process […]<\/p>\n","protected":false},"author":2,"featured_media":175,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"class_list":["post-84","page","type-page","status-publish","has-post-thumbnail","hentry"],"yoast_head":"\nPeros Consulting<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/perosconsulting.com\/es\/\" \/>\n<meta property=\"og:locale\" content=\"es_MX\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Peros Consulting\" \/>\n<meta property=\"og:description\" content=\"  Nobody wakes up needing \u201cHR.\u201d You wake up needing a bad hire fixed, a compliance gap closed, a struggling manager turned around, or a hard conversation handled before it becomes a resignation. 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