Strong organizations are built on clear structure, effective leadership, and sound Human Resources practices. I provide consulting services to small businesses, educational institutions, and professional organizations seeking to establish compliant HR foundations, strengthen leadership effectiveness, and create sustainable workplace systems.

With over 25 years of HR experience and advanced academic training in organizational leadership and psychology, my work focuses on helping organizations implement practical, compliant, and effective workplace practices that support both organizational success and employee well-being.

My approach combines real-world HR leadership experience with evidence-based organizational psychology principles, ensuring that organizations receive both practical guidance and strategic insight

HR Foundation and Infrastructure Setup

Many small businesses operate without formal HR systems in place. I help organizations establish essential HR structures that support compliance, consistency, and organizational growth.

Services include:

• Defining HR’s role, operating model, and service delivery (centralized vs. decentralized, COEs, HRBP model).

• Establishing core HR policies, procedures, and employee handbook as the baseline “rules of the game.”

• Setting up compliant HR processes across the employee lifecycle (recruiting, onboarding, performance, offboarding).

• Choosing and implementing core HR technology (HRIS, payroll, ATS, timekeeping, benefits platforms).

• Creating organizational structures and job architecture (org charts, role clarity, job levels and families).

• Building the HR data and recordkeeping framework (employee files, data standards, reporting, metrics).

• Defining the people–process–technology framework HR will use to operate and scale.

• Laying the groundwork for culture, employee experience, and internal communication norms.
  

This service is ideal for small businesses establishing HR practices for the first time or improving existing processes

HR Compliance and Workplace Practice Review

Organizations must ensure their HR practices align with federal and state employment requirements and reflect sound workplace standards.

This service includes:

• Reviewing HR policies and procedures for legal alignment and gaps.

• Auditing actual workplace practices (how managers hire, manage, discipline, and terminate) against policies and laws.

• Examining key risk areas like hiring, wages and hours, leave, performance management, discipline, and termination.

• Checking documentation quality: employee files, training logs, policy acknowledgments, I‑9s, payroll records.

• Assessing whether anti‑harassment, anti‑discrimination, and safety practices are effective in daily operations.

• Identifying inconsistencies between written policy and lived practice, and prioritizing remediation actions.

• Setting a cadence for ongoing audits and policy reviews (annual/biannual plus triggered reviews after incidents or legal changes).

This provides organizations with clarity and confidence in their HR structure.

HR Consulting Support

Organizations often need experienced HR guidance but do not require a full-time HR department. Ongoing consulting support provides access to professional HR expertise as needed.

Support may include:

• Strategic HR advice (people strategy, org design, workforce planning, culture and engagement).

• HR compliance and risk guidance (policies, investigations, leave, wage/hour, regulatory changes).

• Talent acquisition and retention support (recruiting strategy, selection process design, employer branding).

• Performance management and total rewards consulting (performance frameworks, compensation, incentives).

• Training and development design and delivery (leadership training, harassment prevention, manager skills).

• Change management and organizational effectiveness support (reorgs, M&A, culture shifts).

• Fractional/outsourced HR execution (interim HR leader, day‑to‑day HR admin, HR help desk).

Leadership Coaching and Leadership Development

Effective leadership directly influences organizational culture, employee engagement, and organizational success. Leadership coaching supports supervisors, managers, and organizational leaders in strengthening their leadership effectiveness.

Coaching areas include:

• One‑on‑one leadership coaching: personalized, confidential support to help a leader work on specific behaviors, mindset shifts, and real-time challenges.

• Use of assessments in coaching: 360s, personality tools, stakeholder interviews feeding into an individual development plan.

• Executive or senior‑leader coaching focused on strategic thinking, influence, and leading through complexity and change.

• Structured leadership development programs for groups (workshops, cohorts, blended learning) to build core competencies across many leaders.

• Leadership development curricula: topics like self‑awareness, communication, coaching skills, decision‑making, agility, and leading teams.

• Integrated approaches where programs create a shared leadership language and coaching helps leaders apply it in their own context.