People advisory.
C‑suite HR judgment for a fraction of the cost — across every HR modality.
Who this is for.
Founders and executive
teams facing scale,
integration, or change
Finance and operations
leaders who own risk and
want control
People leaders who need
a sharper operating model
and a steadier cadence
What we solve across HR.
Operating model and org design — decision rights, spans and layers, job architecture, and headcount plans that match reality
Talent system — structured hiring, interview quality, recruiter enablement, and faster offer cycles
Compensation and performance — philosophy, levels and bands, fair calibration, and repeatable cycle playbooks
Policy and multi‑state compliance — risk mapping, handbooks, leave frameworks, pay transparency, and audit readiness
Culture and leadership — manager standards, feedback rituals, and change communications that stick
Mergers and integration — diligence, people workstream plans, and post‑close stabilization
Employee relations coaching — preventative guidance, documentation, and escalation paths aligned with counsel
What you get..
A working operating model — decision rights, RACI, and
leadership rhythm
Board‑ready reporting — clarity on headcount, movement, compensation, and risk
A compensation architecture — calibrated levels, bands, and a cycle calendar
A performance system — goals, reviews, calibration, and promotion standards that travel
A compliance posture — a living policy suite, a visible compliance calendar, and clean records
Enablement that lasts — manager playbooks, training, and coaching where the work happens
How we engage.
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Fractional leadership — your on‑call C‑suite HR
partner who can sit at the table when it matters -
Advisory sprints — focused thirty to sixty day pushes to solve a defined problem
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Counsel on call — executive advice, issue triage, and decision support
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Interim coverage or special projects — hold the line and move critical work forward
Early wins and momentum.
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Align goals, risks, and decision rights with the executive team
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Publish a working operating model with cadence,
owners, and RACI -
Install compensation principles, levels, bands,
and the upcoming cycle calendar -
Upgrade hiring discipline — structured interviews,
scorecards, and offer flow -
Set manager standards and deliver the first
enablement sessions -
Turn on board‑ready reporting for headcount,
movement, compensation, and risk
How we work.
One partner accountable for clarity, momentum, and risk reduction.We work inside your business, not around it.
Diagnose
Architect
Enable
Steer
Diagnose
Architect
Enable
Steer
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