HR Consulting Projects in United States
HR Consulting Projects in United States
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Kintellshia Hopkins
HR Policy & Procedure Manual
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55
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Lindsey Chapman
Review & Edit California Employee Pay and Bonus Plan
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21
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Hammad Nazir
Digital Recruitment Process!
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31
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Lenara Litmanovich
Executive Development Program Blueprint
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13
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Emily Davies
Recruiting of Concierge Medicine Positions
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29
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Jackie Kennedy
Fractional HR Consulting
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6
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Korbin Houston
Candidate Pipeline Case Study
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15
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Grady Andersen
Kelvin is a Frontend Engineer from Nairobi who I matched up and placed with a Swiss software agency building SaaS products for the DACH market. Before that match ever happened, I tested Kelvin’s technical and communication skills; code challenges (Vue.js/Nuxt.js), live reviews, and real project discussions. I wanted to see how he thought, not just what he knew. That’s how I work. Every engineer is vetted for reliability, motivation, and fit before I ever introduce them to a customer. Now, Kelvin is helping shape the team’s no-code direction, leveraging WeWeb and Xano. Proof that when you find the right talent, everything moves faster.
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409
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Rachel Brumfield
New-hire onboarding program for a field operations team, built to make the first 90 days consistent no matter who does the training. The deliverable includes a 30-60-90 roadmap (Learn, Practice, Own), a day-by-day Week 1 plan from welcome and safety through the first supervised job, and a manager check-in cadence at days 7, 30, 60, and 90, with clear measures for whether onboarding is actually working. The design principle throughout: no new hire should have to figure out the basics alone. Every milestone, checklist, and check-in is spelled out in advance.
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17
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Sarah Kreitman
This sample reflects how I structure and lead HR consulting engagements, from initial intake through assessment, execution, and ongoing partnership. My approach focuses on identifying risk and impact areas, clarifying priorities, and translating findings into practical, defensible actions across employee relations, policy interpretation, and core people processes. The workflow illustrates how I bring consistency to manager practices, strengthen documentation, and support informed decision-making in complex operating environments. The content shown is representative of the internal frameworks and working documents I develop when partnering with leadership teams on day-to-day HR operations and longer-term organizational stability.
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105
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Gaby Aguila
Technical Support Recruiting Case Study
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127
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Diana Lauderdale, SHRM-CP
BreezyHR ATS & Career Site Implementation | Streamlined Hiring
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19
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Brittany Weaver
Workplace Discrimination Storyline
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9
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CJ Wooden
Technical Talent Mapping Demonstration
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0
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Jessica Valoy
Employee Relations Consultation & Manager Guidance. This fictional case study demonstrates how I help managers navigate employee relations concerns and determine appropriate next steps. The scenario involves an employee who reportedly refused an assigned training task. Rather than immediately recommending corrective action, I reviewed what information was available, identified areas requiring clarification, and considered whether the employee had received clear expectations and appropriate training. My approach included developing follow-up questions, identifying supporting documentation, evaluating relevant policies, and providing management with a practical action plan. I believe effective employee relations support requires balancing accountability with fairness. My goal is to help managers make informed, consistent decisions while ensuring employees have an opportunity to explain their perspective and are treated with dignity and respect. This is a fictional portfolio example demonstrating my HR consulting approach, not an actual client engagement. (Link for full document)
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Ty Croutch
Startup hiring breaks faster than most founders expect. At first, it’s simple. Post a role. Interview. Hire. Then growth hits. Pipelines dry up. Interviews feel inconsistent. Agencies get expensive. Founders become the recruiting team. Hiring becomes the bottleneck. Most startups don’t need a full-time VP of Talent yet. But they do need a real hiring engine. I created a practical guide: The Fractional Head of Talent — Startup Hiring Playbook Learn how to: • Build a scalable hiring system • Structure interviews and scorecards • Create repeatable sourcing pipelines • Avoid costly hiring mistakes • Implement a 30-day hiring roadmap Includes plug-and-play templates. 👉 Get the playbook: https://lnkd.in/gqUBzaUs — Ty Croutch Croutch & Associates #StartupHiring #Founders #Startups #Recruiting
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