Think of me as your
HR scalability partner, C-suite accomplice, & management team consigliereHRnB is an HR and People Ops jawn for startups and small to medium-sized companies, offering executive HR support, project-based consultation, functional coaching, and HR team installation.
Our clients have been featured in:
Indiana Jones wannabe turned HR and People Operations enthusiast,
frequently pairs scotch with cigars, loves parties with a theme, advocates for great ideas, and life-long fan of ‘90s R&B.My HR style is visible, creative, and direct. I'm a fanatic about figuring out how to give employees the opportunity to be the best version of themselves, every single day.
I am a huge proponent of the Holstee Manifesto. I read, I listen, and I'm open. I'm a delighted wife, fantasy football fanatic, dog-obsessed, and 99% of the work I produce is powered by '90s R&B with a healthy dose of hip-hop. I travel for great adventures and stay as active as I can.
Customizable HR and People Operations Solutions
Customizable HR and People Operations Solutions
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When companies are in startup mode, it can be difficult to focus on developing an HR function while bringing a new product or service to market.
HRnB can provide the foundational guidance, tools, and support to establish, build, and maintain a scalable HR infrastructure. The support HRnB provides can be as basic or complex as your budget and headcount needs, focusing on more strategic initiatives as you continue to grow.
Framework for developing culture
Handbook review/creation and policy development
Hiring roadmap development
Job description review and/or creation
Tools for an effective interview structure and candidate review
New hire pre-boarding and onboarding programs
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Small to mid-size businesses have different paths they can take when it comes to HR-related support to employees. As your business grows, the nature of HR support will require an elevation. HRnB can help your HR, Payroll, and Recruiting functions rise to meet the needs of your business and your employees by providing well-rounded support – whether as a fractional partner or a compliment to your existing HR teams.
Executive-level HR support, in lieu of a full-time hire
New leader assimilation program for Executive onboarding
Storytelling through people operations metrics
Compensation philosophy and equitable salary structure
Traditional and non-traditional benefit selection or a plan to make benefits available
Uncovering the “unknowns” through employee engagement roundtables and feedback
Employee relations counsel and intervention at all levels
Developing a method for gathering feedback or complaints and corresponding plans for addressing issues
Development, training, and implementation of a company-wide performance review process
Employee retention programs
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While large businesses have invested in building strong internal HR teams, there are often gaps that need to be filled by additional support.
These support needs may be driven by spikes in activity that require an extra set of experienced hands for the short-term, the need for specialist expertise not currently in-house, or a third-party perspective to provide insight and guidance on key initiatives and specific areas of focus.
Executive, management, and team coaching
Acquisition due diligence and post-acquisition integration
Remote work assessment, planning, and strategic support
Exiting a PEO
Career pathing through the creation of job ladders by department
Succession and replacement planning
360 Reviews and stakeholder analysis
Guidance and start-to-finish support for employee layoffs or furloughs
Manager training:
How to have an effective 1:1
Providing constructive feedback
Navigating difficult situations
Managing for employee retention
Terminations
What I do
I provide a scalable, HR foundation for startups, support small to mid-size companies through various, business inflection points, and provide specialized executive support to larger businesses in need of specialized, HR expertise.
I communicate clearly, concisely, and in person (thank you internet!), whenever possible. Employment law loves acronyms. I definitely do not.
I’ll help you meet employees where they need to be met while mindfully cautioning scalability throughout the decision-making process. *Ask me why a lobster is not a dog.
What I don’t do
Use HR jargon and business buzzwords. We won’t unpack, force multiply, circle back, or talk about the height of hanging fruits.
Businesses of all sizes don’t need hard and fast rules for everything; there’s a gray area that needs to be acknowledged. I don’t always go “by the book” and take a black-and-white approach.
Commit to work that isn’t part of my toolkit. People elements like payroll tax law and anti-harassment training are not my jam but my fabulous Rolodex of colleagues might be and I would be thrilled to make an introduction.