People ops foundations
Handbooks, policies, leave, records and the operating rhythm underneath them. Built once, properly, so you stop rebuilding it in Slack threads.
Six ways in.
Engagements run from a two-week audit to an embedded fractional role. Most companies start with an audit and pick up two or three of these afterwards.
Hiring and onboarding design
Scorecards, structured interviews, offer process and a first ninety days that a new hire can actually follow. Fewer bad hires, faster ramp.
Manager capability
Coaching for first-time managers plus the training and templates behind it. Most engagement problems are manager problems wearing a costume.
Compensation and levelling
Bands, levels and a promotion process you can explain out loud to the person who did not get one. Benchmarked, documented, defensible.
Culture and engagement
Surveys that ask useful questions, and the far harder work of acting on the answers within a quarter.
Fractional head of people
Embedded two days a week while you grow into a full-time hire. I run the function and then hand it over cleanly.
How an engagement runs
Step 1Intro callThirty minutes. What is breaking, and whether I am the right person for it.Free
Step 2AuditTwo weeks of interviews and data, ending in a ranked list of what to fix.Fixed fee
Step 3BuildWe work through the list together, in priority order, with your team involved.Scoped
Step 4HandoverDocumentation, training and a named internal owner for everything built.Included
Not sure which one you need?
That is what the first call is for. Describe the symptoms and I will tell you what I think the problem actually is.
Book a call