Sarah Kreitman
HR, People Operations & Business Operations Consultant
New to Contra
Sarah is ready for their next project!
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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This sample outlines a structured performance review cycle designed to support consistency, fairness, and clear communication. The timeline highlights key stages, ownership, and decision points across managers, employees, and HR.
I design review cycles like this to reduce confusion, support meaningful feedback, and ensure performance processes are practical and repeatable.
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This sample SOP demonstrates how I document and structure a time-off request process to ensure consistency, clarity, and proper ownership across teams.
The process outlines eligibility, approval steps, and cross-functional handoffs between managers, HR, and payroll, helping reduce errors and confusion while supporting fair and timely time-off management.
I design SOPs like this to create repeatable, scalable people processes that are easy for managers and employees to follow.
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This sample illustrates how I use a 9-box grid framework to support structured performance and potential discussions.
The model is designed to help leaders evaluate performance consistently, identify development opportunities, and inform succession and talent planning decisions.
I use frameworks like this to guide calibration conversations, reduce subjectivity, and ensure performance management processes are fair, clear, and actionable.
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