When employee issues keep reaching your desk, get help deciding what to address now and who should own the work. Compare HR consulting for Texas cities, nonprofits, and growing businesses, with fixed-fee reviews, full audits, focused projects, and ongoing support.
Choose your organization to see the decisions we help you make, the work you receive, and what your team needs to provide. Each sector has its own fixed-fee diagnostic options; focused services are available when the issue is already defined.
For leaders facing repeated supervisor complaints, challenged discipline, or critical-department turnover. Clarify authority, strengthen records, and prioritize repairs that support public-service continuity.
Stabilization project: $24,500. Includes the full audit and priority repairs defined in the signed scope.
For executive directors managing staff strain, unclear board boundaries, or grant-related personnel records. Clarify who decides and give managers processes that support mission delivery.
Stabilization project: $16,500. Includes the full audit and priority repairs defined in the signed scope.
For owners whose hiring, manager decisions, or employee questions have outgrown informal practices. Build repeatable systems and give the team a clearer route for people decisions.
Stabilization project: $13,500. Includes the full audit and priority repairs defined in the signed scope.
The same employee issue can move through a different chain of authority, documentation standard, and approval process. This comparison helps you identify the people who need to take part in the engagement.
| Decision dimension | Municipality | Nonprofit | Growing business |
|---|---|---|---|
| Decision authority | Charter, ordinance, policy, governing structure, and delegated authority | Board oversight, executive leadership, management responsibility, and grant terms where applicable | Owner or executive delegation supported by clear manager authority |
| Accountability | Public service, governing body, taxpayers, and records obligations | Mission, board, funders, grant requirements, and service continuity | Employees, customers, operating margin, and sustainable growth |
| Typical capacity constraint | Thin administrative bench and department-level inconsistency | Lean staffing, restricted funding, and concentrated institutional knowledge | Owners or operations leaders still absorbing senior HR decisions |
| Useful decision record | Council-ready or management-ready findings with applicable context | Board-ready risk summary and grant-aware personnel documentation | Owner-ready priorities, practical tools, and a sequenced implementation roadmap |
Compare the same scope: entry reviews assess selected documents and exclude interviews and a repair roadmap with cost estimates. Full audits add interviews and the roadmap. Roadmap figures are cost estimates; repair work has its own approved written scope and fixed fee. Full-audit findings are due within 30 business days for municipalities, 20 for nonprofits, or 10 for businesses after document receipt; these are findings deadlines, not total implementation timelines. Use the services hub when one specific problem needs a focused engagement.
An active complaint, a recurring pattern, and a gap in HR leadership require different kinds of help. Select the starting point that matches the work you need done.
Review workplace investigation scope when internal neutrality or capacity is limited. Define the questions, records, interviews, and reporting audience before work begins.
Review investigation scope → 02 · RecurringCompare a document review with a full People Systems Audit when leadership needs to understand the gaps and decide which repairs to fund.
Choose your audit → 03 · OngoingUse a retainer when your team will execute and needs recurring senior advice. Consider fractional HR when part-time leadership must own an agreed priority set.
Explore ongoing support →Choose the level of diagnosis first. Then decide whether your team will implement the recommendations, commission defined repairs, or add recurring support. Each next step has its own scope and ownership.
A document review or full audit. The full audit adds interviews and a repair roadmap with cost estimates.
Priority repairs through a defined project or the stabilization scope you approve.
Recurring senior advice while your team owns day-to-day execution.
Engagements are led by Dr. Thomas W. Faulkner, DBA, SPHR, a Texas HR consultant with more than 15 years of HR leadership experience. You provide a decision sponsor, the agreed records, and access to relevant leaders or staff where the scope includes interviews. We review the evidence and deliver the agreed findings, tools, or implementation work.
The case-study library documents the risk, intervention, and measured outcome across public-sector, nonprofit, healthcare, and growing-business engagements.
Use a no-cost, 30-minute scoping call with Dr. Thomas W. Faulkner to discuss the problem, who needs to decide, and the next useful engagement. Bring your organization type, approximate headcount, and any decision deadline; keep employee details high-level.