Services
Executive HR leadership, scoped to the moment you’re in.
Choose the model that matches the risk, complexity, and operating rhythm of your next stage from ongoing fractional leadership to defined-scope advisory and talent architecture.
Tier 1 — Retainer
Fractional CHRO
Ongoing executive HR leadership on a fractional basis: HR strategy and roadmap ownership, executive team and board-level partnership, leadership of any existing HR team, organizational design, culture and engagement strategy, executive compensation guidance, and quarterly people plan reviews.
Ideal for: companies of 100–1,500 employees, or PE portfolio companies between full-time CHRO hires.
Tier 2 — Defined Scope
Project-Based Advisory
M&A Human Capital Due Diligence & Integration
Pre-close people diligence, day-one readiness, and integration playbooks drawn from 11 completed integrations.
Payroll & HR Infrastructure Advisory
Payroll operations assessment, HRIS/payroll selection, implementation oversight, and process controls design.
Compensation & Total Rewards Design
Salary structures, incentive plans, equity and phantom equity program design, and benefits strategy.
Employment Compliance & Risk Audits
Multi-state compliance reviews, leave program design, handbook architecture, and policy risk review.
Talent Development
Leadership development, succession planning, manager capability, and practical programs that build the bench for the next stage of growth.
Talent Acquisition
Recruiting operating model review, role intake discipline, executive search partnership, hiring process design, and talent pipeline strategy.
Talent Value Review
A structured review of critical roles, talent gaps, and value-creation priorities so leadership attention goes where enterprise value is most affected.
Culture Assessment and Plan
A practical review of culture signals, leadership behaviors, operating friction, and engagement risks — translated into a focused plan leaders can act on.
Ideal for: companies facing a specific inflection point — a deal, system change, compliance concern, leadership capability gap, recruiting challenge, culture alignment issue, or talent value question.
Tier 3 — Talent Architecture
Assessments & Organizational Design
Predictive Index Talent Optimization for hiring, team design, and leadership development, plus Talent to Value organization design to identify the critical roles that drive enterprise value.
Ideal for: leadership teams preparing for a growth phase, a new investment thesis, or an exit.
Discuss the engagement
that fits your next stage.
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