Hey There!
I'm a fractional Chief People Officer...
I partner with company leaders to build an HR function of operational excellence steeped in exceptional culture and legacy leadership.
I'm a fractional Chief People Officer...
I partner with company leaders to build an HR function of operational excellence steeped in exceptional culture and legacy leadership.
Significant Cost Savings...
Fractional HR leadership lets you deploy 100% of my strategic expertise without paying 100% of my strategic salary. :)
Try Before You Buy...
By implementing specific projects or working on a more comprehensive basis, fractional HR lets you date before you get hitched.
Serious ROI...
Pay Less = Achieve More
Risk Less = Return More
What's not to love?
What does "The HR Realist Idealist" mean?
It means embracing the duality of modern business.
We need smart, mission driven-companies that use tried-and-true principles to be profitable, employ people and pay them well.
But we also need those companies to be vibrant, agile, forward-thinking environments with great cultures that people want to be a part of.
Why?
Because engaged employees do amazing work.
- Profits = People
- People = Profits
It's a cycle of success.
Practical and aspirational.
We need to lean into both.
Buffet of Services
Attracting
Employer Branding
What do potential employees see about your company? Is that creating an attractive active and passive talent pipeline?
Values Clarity
Are your values clear and aligned with your brand? How can you use them as a pull factor for candidates?
Ambassador Networks
What would former employees say about working for you? Would current employees tell their friends to apply? Do you have a referral program in place?
Social Media
Are you using social media in a way that supports your brand and your hiring funnel?
Hiring
Benchmarking
Are regular market check-ins part of your hiring process? Do you understand what you need to offer in terms of compensation and benefits to stay competitive? Are you budgeting for the future?
Job Descriptions
Do you consistently assess your job descriptions? Did you know that the way your job listings are written is an important element of attracting or repelling candidates?
Metric Based Hiring Process
Do you tie the strategic goals of each position into the overall strategic roles of the company? Does your process measure candidates objectively and without bias? Is the process easily repeatable and regularly updated?
Hiring Manager Training
So much about hiring goes wrong due to lack of hiring manager training. Do your managers know what questions to ask or not ask? Do they understand what they should REALLY be looking for in a candidate?
Onboarding Process
Did you know proper onboarding can take up to a full year? Are you paying attention to the right elements to welcome and retain new employees?
Leading
Executive Advisor
Do you have a true sparring partner who provides data driven insights and feedback to help your business grow?
Leadership Training
It's often been said that, "Employees don't leave companies, they leave managers." With the advent of AI and continuous automation the role of a great manager is ever more important. What are you doing to develop the EQ of your leadership? As a certified Leader as Coach I can help.
Analytics & Insights
Great HR professionals understand the power of predictive people analytics. Do you have someone who can tell you which people trends to chase, and which to ignore?
HR Department
Do you have someone at the helm of your HR team to inspire, help them grow, and allow them do their best work?
Managing
HRIS Systems
What system(s) are you currently using to manage your people data? Is it suitable for you now AND for your future growth?
Measuring, Tracking, Reporting
Is your data clean and consistent? Are you able to generate the reports that you need? What do you measure today, what do you need to measure for tomorrow?
Performance Reviews
The annual performance review is dead. Do you know what you should replace it with?
Succession Planning
Do you understand who your key employees are? How would you manage if they left next week? Do you have any replacement plans in place? And who do you want to invest in to develop long term?
Accountability Management
No company can survive without accountability. Do you walk your talk? Do you uphold the stated values? Are actions taken based on behaviors and results?
Change Management
Change implemented poorly is lost time, money, and opportunity. How are you approaching that?
Employee Life Cycle
Are you paying attention to where employees are in the cycle? Anticipating and managing employee needs requires different approaches for different people.
Provider Relationships
The right providers and vendors can add to the bottom line, but the reverse is also true. Who is handling that for you?
Retaining
Transparent Communication
Are you creating an expensive vacuum? In the absence of information, employees will fill in the blanks. Regular and robust communication should be part of your retention plan.
Career Paths
When employees don't see a future, they leave. Are you having ongoing 2-way conversations between the company and each employee to maximize tenure? Are you utilizing dual career ladders?
Training & Development
Investment in employee training and development goes beyond the value of the hard or soft skills gained. Did you know that it also manifests in positive psychological benefit to the employees?
Bridge Building
Is your HR Department helping to build the vital bridges of common understanding and collaboration between leadership and employees?
Total Rewards
Do you have an appealing total rewards package that appeals to employees of all generations and organizational levels?
Engaging
Culture Building
Are you creating a holistic environment where people feel safe and valued? Do you need help discerning the elements of how to go about it?
Motivational Levers
Do your managers understand what's currently important to each employee under their care? Are they utilizing that info to inspire great work results?
Connection Points
Relationships are key. Positive work relationships and friendships increase important metrics like engagement, productivity, and retention. Do you have intentionality around that?
Continuous Feedback Loops
Feedback is a key element to the success of anything you do or build. Do you have anyone on staff with the ability to effectively and honestly create and guide the communication habits that will create impactful results?
Annual Surveys/Pulse Surveys
Perception is reality. Do you really know how employees feel? Do you know where to spend the time, effort, and money for the most impact? And let's not forget that surveys are a great way to up engagement by involving the peeps in company decisions!
Separating
Termination Process
Does your company operate in a way that ensures (barring unforeseen circumstances) employees are unsurprised by a termination? You should be!
Offboarding Process
Are all paperwork and final pieces of the employment relationship being handled in accordance with legal requirements?
Exit Interviews
Do you have a formal process to extract honest feedback and ideas from employees who resign? Do you act on what they share? Can you count on them to be an ambassador for your company?
Risk Management
How do we craft exit agreements to minimize the possibility of any future legal issues?
*I'm available for any of the above as individual projects, or I can lead your entire HR function.
A bit of light reading material...
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