Phase 1
HR Delivery Diagnostic
What’s included
- Current-state assessment
- Service delivery model design
- Strategy on a page
- Change plan and roadmap
- Continuous feedback loop
Offerings
A clear on-ramp. A partner to keep it moving.
Start with a focused diagnostic, continue with implementation support when the work calls for it, or shape an engagement around a defined transformation need.
Phase 2
Transformation Implementation Partner
What’s included
- Technology roadmap
- Implementation support and training
- Ongoing advisory hours
The Diagnostic is the on-ramp: fixed scope, clear deliverables. The Implementation Partner keeps it moving.
Ways to work together
Focused on the work that needs to change.
01 / 05
HR Transformation Roadmaps
Assess the current state, define priorities, and create a practical transformation roadmap aligned with business goals.
The problem
HR leaders know things need to change, but the path forward is unclear. Priorities compete, stakeholders disagree, and initiatives stall before they start.
The outcome
A clear, sequenced plan the organization can execute, with leadership alignment and defined success measures.
Typical activities
- Current-state assessment across people, process, and technology
- Stakeholder interviews and business alignment workshops
- Opportunity mapping and prioritization
- Roadmap sequencing tied to business outcomes
Possible deliverables
- Current-state assessment
- Prioritized transformation roadmap
- Executive presentation and business case
- Measurement framework
02 / 05
Operating Models & Agile Delivery
Redesign how HR work flows across people, teams, and systems. Then give it the structure, visibility, and momentum to keep moving.
The problem
As organizations grow, HR processes become inconsistent. Handoffs break, ownership blurs, and the same work happens differently every time. Strategic initiatives stall between competing priorities, with little visibility into what's actually moving.
The outcome
HR work that scales. Clear ownership, consistent execution, and the rhythm and visibility to keep strategic initiatives moving.
Typical activities
- Operating-model diagnostic and design
- End-to-end process mapping and redesign
- Roles and responsibility (RACI) definition
- Backlog design, prioritization, and Kanban setup
- Agile ceremonies tailored for HR teams
- Project leadership and coaching
Possible deliverables
- Operating-model recommendation
- Process maps (current and future state)
- RACI and governance model
- Agile workflow and Kanban board
- Delivery cadence and reporting
- Implementation plan
03 / 05
AI & Technology Transformation
Identify meaningful AI and technology opportunities, prepare teams for adoption, and improve the workflows surrounding the tools.
The problem
New tools promise transformation but deliver frustration. Adoption lags, workflows aren't redesigned, and AI initiatives lose momentum.
The outcome
Technology that supports the work, with teams equipped to adopt it responsibly and processes rebuilt around what it enables.
Typical activities
- AI opportunity assessment for HR
- Technology stack evaluation and rationalization
- Responsible AI enablement and guardrails
- Workflow redesign around new capability
Possible deliverables
- AI opportunity assessment
- Technology recommendation
- Adoption and change plan
- Redesigned workflows and playbooks
04 / 05
M&A Integrations
Lead the HR workstream through due diligence, integration planning, and Day One while keeping people, culture, and operations on track as the deal gets done.
The problem
Deals bring two organizations together, but the HR workstream is often an afterthought. Compensation structures clash, cultures collide, key talent walks, and integration milestones slip while leadership is focused on the transaction.
The outcome
An integration that protects the deal's value: people supported, key talent retained, and HR operations aligned with a clear plan rather than reacting under pressure.
Typical activities
- HR due diligence and integration-readiness assessment
- Integration planning for people, culture, and HR operations
- Day One readiness and transition planning
- Compensation, benefits, and policy alignment decisions
- Talent retention and workforce transition planning
- Integration workstream leadership and cross-functional coordination
Possible deliverables
- HR integration plan and roadmap
- Day One readiness plan
- Compensation and policy alignment recommendations
- Talent retention strategy
- Integration governance and reporting cadence
05 / 05
Fractional Transformation Leadership
Add experienced leadership for a defined transformation, systems, process, or strategic HR initiative without hiring a permanent executive.
The problem
The initiative needs senior ownership, but the role doesn't warrant a full-time hire. Or the timeline can't wait for one.
The outcome
Senior strategic capacity for the work that matters, without adding a permanent executive.
Typical activities
- Embedded strategic leadership on a defined initiative
- Cross-functional coordination and executive reporting
- Vendor and partner management
- Team enablement and knowledge transfer
Possible deliverables
- Executive-level project leadership
- Steering committee reporting
- Roadmap and delivery oversight
- Handoff and enablement plan
Fractional transformation leadership means senior ownership of a defined initiative, not outsourced day-to-day HR, payroll, benefits, or generalist work.
Also available
Knowledge systems & SOPs
Your team already knows what it needs to know. It just isn’t written down anywhere useful, so it walks out the door with the person holding it. I help you see what’s there, plan what to capture first, and turn it into short, findable content and tools people actually reach for. The writing stays with your people, the structure comes from me.
- A map of what your team knows and where it currently lives
- A capture plan: what to write down first, and in what order
- Knowledge shaped into short guides, checklists, and decision trees
- A simple way to keep it current once it exists
A contained piece of work you can start without a larger engagement.
