The same HR problems return because the system underneath them never changes. A weak manager was made weak by the way the organization trains, evaluates, and backs its supervisors. Every engagement here works on the system, which is why the fixes hold.
Every engagement starts with a fixed-fee diagnostic, and each stage makes the next one optional.
A fixed-fee diagnostic scored across six domains. You get findings, citations, and a priced roadmap. Fees are published, timelines are guaranteed in writing, and the engagement is sized to fit your purchasing authority.
Scoped, fixed-price engagements that close the gaps the audit found, using the People Systems Repair Method. Every repair is priced in the audit roadmap before you commit to anything.
Ongoing senior HR judgment for organizations too small to staff it. Policy upkeep as laws change, a phone call before every hard decision, and quarterly reviews so the repaired system stays repaired. Advisory retainers are priced per employee per month from $1,000; post-audit continuation plans from $1,500 per month.
Published prices, guaranteed timelines, and a written combined guarantee on every audit page. Pick the one built for your organization.
Council-ready findings with statutory citations, a priced 90-day repair roadmap, and a completed council memo. Priced to fit most city managers' signature authority. Delivered in 30 business days.
Every finding mapped to your active grant agreements, plus a board-ready summary and a compliance record for your monitoring files. Priced inside typical ED spending authority. Delivered in 20 business days.
Plain-language findings, every fix priced, a pre-termination review credit in the bank, and your own exposure math in a worksheet you keep. Delivered in 10 business days.
Scoped engagements that close the gaps the audit found. Every module below is priced in your roadmap before you commit to anything.
The audit tells you where you stand. The retainer keeps you there. Senior HR judgment on call, policy upkeep as laws change, and quarterly reviews. Post-audit continuation plans from $1,500 per month are published on each audit page; advisory retainers are priced per employee per month from $1,000.
A complaint has landed and it needs to be investigated by someone with no stake in the outcome. Defensible process, documented findings, delivered in a form your attorney can use.
A flat-fee review of the file, the history, and the plan before you act. Call before you act, and act with confidence. One prevented claim returns this fee many times over.
Your HR person left, and payroll, files, and compliance did not leave with them. Coverage that keeps the seat warm and the organization out of trouble while you hire.
Every course comes from a catalog of thirty, each aligned to a People Systems Design domain, delivered on-site or live online.
The flagship. Supervisors learn to write documentation that holds up at the TWC, in an EEOC response, and in front of a jury. Claims are won and lost on the file, and the file is written by whoever you trained.
Performance evaluation on the CIVIC model, recognized with a Rising Star Award at TMHRA. Evaluations become consistent, defensible, and worth the paper.
The supervisor is the single largest driver of both turnover and complaints. This series builds the correction, coaching, and boundary skills most supervisors were promoted without.
Compliance, supervision, communication, and system-specific courses, each mapped to the People Systems Design domain it reinforces. Training and development outsourcing and workforce development consulting cover delivery options.
Every organization runs six people systems, managed or not: Clarity (who does what, decided by whom), Control (files, documentation, compliance), Flow (how people enter, move, and exit), Support (what supervisors can actually do), Proof (whether leadership sees problems in the data first), and Reinforcement (whether evaluations, pay, and discipline agree with each other). The audit scores all six. The repairs fix the ones that are failing.
An evaluation model that replaces the annual-review ritual with a structure supervisors can defend. Recognized with a Rising Star Award at TMHRA.
A documentation method that turns "write it up" into a repeatable standard. The difference between a file that protects you and a file that gets read aloud in a deposition.
The sequence for turning audit findings into finished fixes without breaking daily operations: stabilize the urgent item, repair the failing system, then reinforce it through training and measurement.
A satisfaction promise backed by specific, measurable delivery standards, with the final 25% of the fee waived if any standard is missed. The exact standards are published on each audit page, because a guarantee you have to ask about is not much of a guarantee.
You describe the situation. You get the tier that fits and what it costs. If the answer is that you do not need a consultant, you get that answer on the call.
Priced up front, delivered on a timeline guaranteed in writing, and sized to fit your purchasing authority.
Every gap, every fix, every dollar figure, before you commit to anything further.
Complete the work in-house with the roadmap or with me, at the prices already in your hands. Most clients keep the system watched on a retainer. None are obligated to.
Eight documented engagements — municipalities, nonprofits, healthcare, and growing businesses — each written the way we run them: the risk, the intervention, and the measured outcome. Turnover cut by 60%+. Pay inversions eliminated. Regulatory reviews passed.
Read the Case StudiesTwenty minutes. You describe the situation, you get the tier that fits and what it costs.