Best for: Founder led or growing companies that need senior HR leadership without adding headcount.
Scope: Own the people plan, run the operating cadence, develop managers, align leaders on priorities, advise on sensitive decisions.
What is included:

• Quarterly people plan with 90-day priorities

• Weekly leadership touchpoint and issue triage

• Manager development, one on ones, feedback quality

• Policy stewardship and light compliance oversight

• Coordination with payroll, benefits, and legal partners

Outcomes: Clear ownership, fewer escalations, steadier teams, visible progress month over month.

Best for: Teams that have HR coverage but want a senior partner for judgment calls and urgent matters.
Scope: Trusted counsel for leaders, rapid response on people issues, document review.
What is included:

• Same-day consults for sensitive situations

• Reviews of letters, performance notes, and documentation

• Prep and debrief for difficult conversations

• Board or executive updates on people topics

Outcomes: Better decisions in the moments that matter, cleaner documentation, reduced risk.

Best for: Companies that need targeted work with a defined start and finish.
Choose any combination:

• Human resources audit and 90-day roadmap

• Employee relations and issue resolution with neutral intake and findings

• Organization design and role clarity, spans and layers, meeting rhythm, decision rights

• Performance and feedback program, goals, review rhythm, quality one on ones

• Onboarding and time to productivity for new hires and new managers

• Compensation fundamentals, leveling and bands, pay communication and calibration

• Policy and handbook refresh in plain language aligned to current regulations

Outcomes: Fewer bottlenecks, cleaner execution, higher manager confidence, better retention.