Executive & HR Advisory
Senior counsel at the intersection of executive strategy, human resources, workplace risk, and organizational governance.
Four Areas of Advisory Practice
Every engagement is scoped to the organization and the matter. Clients engage me for a single need or a combination of services; there is no required starting point.
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Confidential counsel for CEOs, executives, and boards on the leadership decisions that shape an organization. Includes executive positioning, leadership development, organizational effectiveness reviews, succession planning, and strategic decision support.
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I assess where leadership practice, policy, and documentation have drifted apart, then help close the gaps before they surface as claims, audits, or turnover. Includes HR audits, policy development and handbook review against FLSA, FMLA, ADA, and Connecticut requirements, regulatory readiness, workforce risk assessments, and board-level risk briefings.
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When a complaint cannot wait. Independent, impartial fact-finding into harassment, discrimination, retaliation, and conduct concerns, with written findings grounded in documentation and sound judgment. Includes workplace conflict resolution, corrective action strategy, sensitive employee relations matters, and grievance support in union environments.
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Executive-level HR leadership for organizations that need senior judgment without a full-time hire. Includes advisory to the CEO and board, organizational transformation, management coaching, performance management systems, and strategic HR infrastructure.
How an Engagement Works
Consult
A confidential conversation about the matter, the context, and what a sound outcome looks like.
Assess
Policy, documentation, and practice reviewed against the law and against how work actually gets done.
Recommend
Clear, prioritized findings in writing, with reasoning a board or counsel can follow.
Implement
Hands-on support to close the gaps, train managers, and keep the fixes in place.