
Partnership
I partner with companies at every stage of growth. Whether helping a private company establish foundational HR practices or guiding a scaling startup through complex people strategy and organizational design, I provide tailored fractional HR leadership that meets each company where they are and supports where they’re going.
Small - Private
I offer HR partnership to small private companies that don’t have a dedicated HR person. Ways in which we typically partner include:
People Compliance & Risk Mitigation: Auditing current function to identify gaps, review or develop HR policies, create an employment handbook.
People Technology: Make recommendations and implement basic HR technologies (HRIS, payroll, etc)
Employment: Provide guidance on employment matters to include performance management and off boarding. Ensure compliance with federal, state, and local employment laws.
Operations: Supporting the hiring, onboarding, off boarding process, performance reviews, pay reviews and other HR operation needs.
Compensation & Benefits: Create compensation philosophy and salary ranges. Review/support reviewing benefit providers and offerings. Set up approach to be scalable.
Start-Up
I offer strategic HR leadership to start-up companies that are in growth stages, typically series A- B. Ways in which we typically partner include:
Global Expansion: Work with the team to evaluate PEO/EOR or legal entity approach when global talent needs are identified.
Hiring Infrastructure & Talent Acquisition: Build hiring processes around the candidate experience, define headcount plans, org design/org charts, job descriptions and job leveling to identify the best talent.
People Strategy: Providing guidance/develop a People strategy to support the organizations growth goals. This includes building a roadmap of the HR foundations to build out to support the company as they scale, org design, and workforce planning.
Performance & Feedback Systems: Build performance management and feedback approaches, goal setting system, and training.
Employer Brand & Culture Design: Define values and behaviors that reflect company culture. Design onboarding experiences reinforce company mission and values. Identify internal communications norms to support feedback and culture.
People Technology: Support the identification and implementation of HR technologies to support scalable processes.
Mid-Size
I offer strategic HR leadership to mid-size companies, typically between series C to E. Ways in which we typically partner include:
Organizational Design & Leadership Coaching: Work with the team to evaluate team structure and re-architect teams for scale. Provide coaching to functional leaders and founders in team management best practices.
Team Management & Development: Create and implement scalable performance management systems. Designing career paths, leveling, competencies, and promotion frameworks. Provide leadership development and/or manager enablement training/programs
People Operations & Technology: Review current HR tech stack to identify optimization opportunities. Create analytics dashboard to provide people insights to make informed decisions. Establish SOP’s for People Operations processes.
Compensation & Total Rewards: Refine or redesign compensation strategy (base, bonus, equity). Design and/or run annual compensation review cycle with manager training.
HR Business partnership: Provide direct business partnership to org leaders to drive team health, engagement, and performance as well as navigate change.
M&A Integration Support: Provide due diligence and integration planning support. Provide guidance on aligning org structures, policies, and cultures post-acquisition.