Strengthening HR’s strategic impact

Running HR and talent management can be a lonely place. This ongoing strategic partnership (sometimes called “consigliere”) is designed for senior HR leaders navigating complex enterprise challenges who want a confidential space to pressure-test decisions, to vent and ideate, prepare for key decisions and presentations, refine strategy, and accelerate organizational impact. 

Drawing from my own experience leading HR strategy and systems across large and scaling organizations, we’ll work together in whatever cadence works best for you – weekly, monthly, online-only, etc., to:

• Pressure-test decisions before you go to leaders or boards

• Advisory support on program design, stakeholder strategy, and change approach

• Preparation for important leadership moments, presentations, or transitions

• Executive alignment and governance dynamics

HR Executives who partner with me in this way find that they sharpen their decision-making, strategic thinking, and communication skills; improve HR team performance and overall company culture; achieve their personal and department goals. The ROI is measured not on what we are producing or getting done together, but in how you develop and grow in your enterprise-level impact as well as your leadership over the velocity and impact of your HR team’s processes.

Based on your organizational needs and team capabilities (current or aspirational), I work with HR leaders to redesign your HR operating model and team roles, as well as to maximize your HR team’s efficiency, contributions, strategic approach, aimed towards delivering increased business value and impact.

This typically includes:

• Clarifying the HR team’s purpose, goals, and scorecards

• Assessing current HR effectiveness and future aspirations

• Designing HR operating models that scale with the business

• Facilitating team alignment, offsites, and transformation planning

In these engagements, you’ll gain clarity on the way your HR team should be structured to meet your organization’s needs and guidance on how to implement those related structural changes. This is not about personal development but about models and mindsets that make your team more impactful.  

I work one-on-one or with your whole HR team to upskill their capabilities and evolve their thinking. As a former HR practitioner who speaks their language and understands their pain points, HR teams trust me to improve their practice in a variety of ways, including:

• Strategic HR consulting skills

• Talent and workforce planning capabilities

• Design and facilitation skills for HR and business partners

• Storytelling and influence skills that shape organizational decisions

Also available is a structured 6-month advisory engagement providing a tailored pathway for senior HR and Talent leaders to move from operational expertise as a director or VP of HR to enterprise-level strategic influence as the head of HR (CPO/CHRO/CTO).  In these engagements, I take on a mentorship role to help leaders reflect, challenge assumptions, and level up their presence, readiness, and confidence to lead at the executive table.   

If you’re an HR professional considering working independently, this mentorship program helps you:

• Define your identity, niche, and differentiated value proposition

• Clarify your target market and ideal client profile

• Build confidence in how you position and sell your services

• Navigate early-stage business design choices with practical support