For Businesses
There are a lot of HR consultants out there.
Let’s talk about what I do, specifically.
Your company does not have an HR Leader
You don’t necessarily need a full time HR leader, but issues do come up where you need advice and guidance from a trusted partner.
Here is how I can help...
Hiring
Ready to make offer, but I’d need to uplevel the position and pay a lot more. Worried this will cause issues with the rest of the team and down the road. What do I do?
Letting Someone Go
I have someone who is not working out. What is the best, fastest, and most painless way to address this?
Re-Organization
We need to restructure the team. What are my options and how do I go about this?
Diversity & Inclusion
Am I doing the right things? What is the best way to diversify our hiring? What are the most important things I can do to ensure there is a spirit of inclusion?
Leadership Team
I am not sure my team trusts each other and collaborates effectively. Individually they are great performers, but as a team something isn’t working as it should be.
Promotions
Employees are concerned our promotion process, or lack thereof, is unfair and biased. How do we make it better without it feeling too regimented?
Rewards
Salaries are all over the map with my team. The most highly paid person is not my best performer. And my lowest paid person is the best performer! How do I fix this?
Employee Relations
Some team members aren’t getting along and it’s creating management cycles. Help me make it stop!
Please note I do not consult in the areas of benefits / 401k, payroll, policies and compliance,
tech / system implementation, and general HR administration.
How it Works
Pricing is based on the engagement model.
Proposals are structured to work within your budget.
Typically consulting clients engage with me in one of three ways:
Hourly
Some clients prefer a traditional model where the fee structure is based on an hourly rate. To reserve capacity for other clients, no client engagement is ever more than 20 hours per week. Some engagements may be only a couple hours a month. This depends on your needs and what we scope out together.
Retainer
Other clients prefer a flat rate based on a set of hours & services per week or month, including access to me to respond in a timely manner when issues arise.
One option includes the “HRBP in Residence” approach: I am onsite 1-2 days per month meeting with leaders and employees, offering guidance and coaching, and delivering summary reports of recommendations to senior leaders.
Deliverable
If you are looking for help with a specific project or issue, you may prefer a flat rate based on a certain deliverable or set of milestones achieved. We would scope this together with your budget as a guide, with an hourly rate contingency for anything out of scope that may come up along the way.
Your company has a Senior HR Leader
Maybe it’s you? Do you need a trusted partner to help you get a project over the line or help fill some holes on the HR team until you are fully staffed?
Do any of these situations resonate?
Vacancy Support
I am without an Exec HRBP or Talent Dev/ L&D Lead due to an LOA or recent departure, and I need someone senior who can fill the gap part time until talent is back in chair.
Manager Training & Development
I’d like custom designed training workshops for our managers, facilitated and delivered in a compelling and charismatic way, and measured for effectiveness at driving behavior change. I may want coaching for some managers too!​
Performance Evaluation
& Rewards
We don’t have a consistent way of evaluating employee performance for promotions or rewards, or we do, but our practices are fragmented and not effective. What other approaches can we take? Help me revamp!
Please note I do not consult in the areas of policy/ compliance, operations/ technology, payroll, benefits/ 401k, or compensation (e.g. salary benchmarking).
​
Sr HRBP work / HRBP team leadership, L&D, and integrated performance management are my sweet spots. I also enjoy helping newly onboarded heads of HR stand up their teams as a trusted advisor and key deputy. If you have a project opportunity that may fall into one of these areas, let’s discuss.
How it Works
Pricing is based on the engagement model.
Proposals are structured to work within your budget.
Typically consulting clients engage with me in one of three ways:
Hourly
Some clients prefer a traditional model where the fee structure is based on an hourly rate. To reserve capacity for other clients, no client engagement is ever more than 20 hours per week. Some engagements may be only a couple hours a month. This depends on your needs and what we scope out together.
Retainer
Other clients prefer a flat rate based on a set of hours & services per week or month, including access to me to respond in a timely manner when issues arise. In some cases, I may resemble a short term part-timer, fully dedicated certain days of the week as an interim HRBP and working across a number of outbound projects and inbound issues
Deliverable
If you are looking for help with a specific project or issue, you may prefer a flat rate based on a certain deliverable or set of milestones achieved. We would scope this together with your budget as a guide, with an hourly rate contingency for anything out of scope that may come up along the way.
What other business clients have to say…
"When I first took on CEO duties at my organization, I had the formidable task of redesigning and rebuilding my leadership team. Katherine was such a helpful thought partner to me in thinking through my options and offering suggestions on role design, compensation, and staffing decisions. I had so many different priorities at that point, and Katherine gave me the tools and the confidence to move forward with the redesign. I appreciated her direct approach, as well as the options she gave me at each stage of the process. Her skills and abilities gave me confidence that we were on the right path. This is something I have not experienced with other consultants."
-Laura, non-profit CEO
"After starting in a new VP of People and Culture role, I brought Katherine on as a consultant and strategic thought partner. Katherine provided tremendous lift and support, collaborating with me on a performance development proposal, a DEI strategy, and guiding/ coaching my HRBP team. She has worn many hats from key deputy, to coach, to friend, navigating with positivity, encouragement, and diplomacy. Katherine was able to build relationships across the People team and throughout the business as we delivered timely and relevant "first ever" solutions in a growing organization. I'd highly recommend Katherine and look forward to working with her again!"
-Katie, VP People
"I've had the fortunate opportunity to work with Katherine both as a personal coach and as a business client on a range of projects from evaluating my own career opportunities to a complex reorganization. Katherine brings a wealth of business experience and, most notably, an ability to quickly understand an organization’s business and cultural situation, putting her coaching recommendations in context. She spans both highly strategic thought partnership and the detail, making sure no step is missed. Through our recent reorganization, she was the glue ensuring every detail was considered, a thought partner to myself and new team on navigating change, and the person always one step ahead of legal, business, and policy considerations. It's been noted internally as one of the most thoughtful approaches to a reorganization those involved have experienced. She's a flexible partner who always thinks creatively in terms of options, is highly diligent and committed, and brings humor and authenticity to her partnerships. I look forward to working with Katherine again and wouldn't hesitate to bring her into the most complex HR situations or reach out for help with my own career."
-Emily, tech VP