Services
Facing growing pains, compliance headaches, or HR overwhelm? I simplify complex HR challenges, helping your business thrive with personalized, talent solutions.
We specialize in fractional HR leadership, compliance management, strategic talent solutions, and HR technology optimization—giving you expert guidance exactly when you need it most.
Strategic Talent Management & Retention
Talent management is the strategic process of attracting, developing, engaging, and retaining top talent across your organization. It’s about making sure the right people are in the right roles—and that they’re motivated to stay and grow with you.
In today’s competitive market, effective talent management is critical to long-term success. When your people are thriving, your organization thrives too.
I provide end-to-end talent management consulting that meets organizations where they are.
My services include:
Recruiting & Hiring: I design streamlined, compliant hiring processes, craft compelling job descriptions, train hiring managers, and help select tools to attract the right candidates quickly.
Onboarding: I develop onboarding programs that create a smooth, engaging experience for new hires—helping them ramp up faster and stay longer.
Performance Development: I implement performance management systems that use clear metrics, ongoing feedback, and coaching to boost productivity and engagement.
Succession Planning and Career Pathing: I work with leadership to identify high-potential employees and create internal career paths to build bench strength and reduce reliance on external hiring. Develop plans that encourage long-term retention.
Recognition & Rewards Programs – Advising on how to celebrate achievements and show appreciation in meaningful, budget-conscious ways.
Retention Strategies: I use data and engagement feedback to pinpoint why employees leave—and build customized strategies to improve satisfaction, recognition, and retention.
If you're struggling with turnover, skill shortages, or inconsistent performance, I bring proven methods to help you attract, grow, and retain the right people for your business.
HR Compliance & Risk Management
HR compliance is about making sure your organization is following employment laws, regulations, and internal policies—across hiring, pay, leave, safety, documentation, and more. Risk mitigation means proactively identifying and addressing potential HR issues before they become legal or financial liabilities.
Staying compliant is essential to avoid costly fines, lawsuits, or reputational damage. But with ever-changing laws, it can be hard to keep up—especially without an in-house legal team. That’s where I come in.
I help businesses stay compliant with evolving multi-state employment laws and HR regulations. My compliance services cover a wide range of areas to ensure that your people practices are legally sound and aligned with best practices. In particular, I have over 20 years of experience with CA-specific employment regulations and laws.
​Services include:
HR Compliance Audits – Reviewing policies, files, and practices for legal gaps or inconsistencies.
Employee Handbook Updates – Ensuring your policies are current, legally sound, and easy to understand.
Policy Development – Creating clear, compliant policies for topics like paid leave, harassment prevention, remote work, and more.
Labor Law Compliance – Ensuring you’re meeting federal, state, and local requirements around wage & hour, leave laws, and more.
Recordkeeping & Documentation Guidance – Setting up compliant practices for employee files, performance documentation, and disciplinary actions.
Manager Training – Equipping your supervisors with the knowledge to apply policies consistently and avoid costly missteps.
Investigation Support – Conducting or advising on internal investigations with confidentiality and neutrality.
Because employment laws change frequently—and vary by state—especially in multi-site or remote work environments, I stay up to date with legal changes and adjust policies accordingly to keep your business compliant and protected. By identifying risks early and putting the right processes in place, I help protect your organization and create a fair, respectful workplace culture. Whether you're building your HR infrastructure or shoring up existing practices, I’ll help you navigate compliance with confidence and ease.
HR Technology Optimization
HRIS (Human Resources Information System) optimization is about getting the most value from your HR technology investment. Whether you’ve recently implemented a new system or have had one in place for years, many organizations underutilize the tools they already have.
Optimizing your HRIS helps streamline workflows, reduce manual tasks, improve data accuracy, and deliver a better experience for both HR staff and employees. For your organization with lean teams, this can mean big time savings and smarter decision-making.
I provide hands-on support to help you improve the performance and usability of your HR system.
Services include:
System Audit & Gap Analysis – Reviewing how your HRIS is currently configured and identifying unused features or inefficiencies.
Process Streamlining – Reworking workflows to automate onboarding, performance reviews, time tracking, benefits enrollment, and more.
Data Cleanup – Ensuring your employee data is complete, consistent, and organized for reporting and compliance.
Feature Enhancements – Activating and configuring underused tools such as document storage, self-service portals, or reporting dashboards.
User Training & Documentation – Providing clear training and how-to guides for HR staff and managers to boost adoption and confidence.
Workforce Planning & Training Development
Workforce planning is the process of ensuring you have the right people, in the right roles, at the right time—both now and in the future. It aligns your staffing strategy with your organizational goals so you can grow sustainably and respond effectively to change.
It’s especially important to be strategic with limited resources. Workforce planning helps you avoid understaffing, overhiring, or skill gaps that slow down progress. It’s not just about hiring—it’s about building a workforce that’s prepared for what’s next.
I offer strategic workforce planning services that are practical, data-informed, and aligned with your budget and goals.
Support includes:
Current State Assessment – Reviewing your existing org structure, staffing levels, and workload distribution.
Future State Forecasting – Identifying upcoming talent needs based on growth plans, turnover trends, or strategic shifts.
Skills Gap Analysis – Pinpointing where your team may need development, new hires, or realignment.
Role Prioritization – Helping leaders identify mission-critical roles and plan for recruitment, development, or succession accordingly.
Action Planning – Creating a roadmap to meet short- and long-term workforce needs, including internal mobility strategies or restructuring support.
Trainings:
Compliance Training for Managers – Ensuring leaders understand their responsibilities under federal and state employment laws.
Workplace Harassment Prevention – Promoting respectful workplace behaviors and reducing legal risk.
Leadership Development Workshops – Equipping emerging and existing leaders with the tools to lead effectively through change and growth.
Performance Management Training – Helping managers and staff understand how to set goals, give feedback, and drive performance.
Communication & Teamwork Training – Strengthening team collaboration, emotional intelligence, and interpersonal effectiveness.
Change Management Training – Supporting staff and leaders through transitions such as mergers, restructuring, or new system rollouts.
Onboarding and Orientation Programs – Building a strong foundation for new hires to feel engaged and productive from day one.
Workforce Planning Support includes:
Current State Assessment – Reviewing your existing org structure, staffing levels, and workload distribution.
Future State Forecasting – Identifying upcoming talent needs based on growth plans, turnover trends, or strategic shifts.
Skills Gap Analysis – Pinpointing where your team may need development, new hires, or realignment.
Role Prioritization – Helping leaders identify mission-critical roles and plan for recruitment, development, or succession accordingly.
Action Planning – Creating a roadmap to meet short- and long-term workforce needs, including internal mobility strategies or restructuring support.
Benefits Administration
Benefits administration involves managing the employee benefits your organization offers—such as health insurance, retirement plans, paid leave, and wellness programs. It's essential not only for attracting and retaining talent but also for staying compliant with regulations and ensuring employees fully understand and utilize what’s available to them.
For small organizations, benefits can be a major investment. Administering them correctly ensures that investment delivers maximum value to both the business and its people.
I offer flexible, tailored support to help simplify and streamline every aspect of benefits administration.
My services include:
Plan Evaluation & Selection – Assisting with the review, comparison, and selection of benefit plans that meet your team’s needs and fit your budget.
Broker & Vendor Coordination – Serving as a liaison between your organization and insurance brokers, providers, or third-party administrators.
Open Enrollment Management – Coordinating timelines, preparing employee communications, and handling enrollment logistics.
Employee Support – Answering employee questions, guiding them through benefit options, and clarifying plan details in friendly, easy-to-understand language.
Paperwork & System Setup – Managing enrollment forms, deductions, and HRIS configuration for benefits tracking.
Compliance Oversight – Ensuring you’re meeting legal obligations for COBRA, ACA, ERISA, and other regulations related to employee benefits.
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Yes, I also help organizations build and refine their overall benefits strategy. This includes:
Evaluating Current Offerings – Reviewing your current plans to identify cost-saving opportunities or gaps in coverage.
Developing a Competitive Strategy – Recommending benefits that help attract and retain top talent, even on lean budgets.
Communicating Value Clearly – Translating complex benefits information into clear, easy-to-understand language during onboarding, open enrollment, or staff meetings.
A well-aligned benefits strategy doesn’t just save money—it positions your organization as an employer of choice.
Fractional HR Leadership
Fractional HR Leadership provides executive-level HR expertise on a part-time, project-based, or interim basis. As a Fractional HR Leader, I step into a senior leadership role—such as Head of HR, VP of People, or Chief People Officer—without the full-time cost of hiring in-house.
This is an ideal solution for small businesses and nonprofits that need strategic HR guidance to scale, stabilize, or navigate change, but aren’t ready to invest in a full-time executive.
At OneSource People Partners, my fractional HR services are fully customizable to meet your organization’s specific needs. Support may include:
People Strategy Development – Aligning HR practices with your mission, growth goals, and organizational culture.
Leadership Coaching & Succession Planning – Preparing your internal talent for leadership and organizational continuity.
HR Department Buildout – Creating or optimizing the HR function, systems, and staff from the ground up.
Change Management & Restructuring – Guiding your team through transitions such as mergers, growth phases, or realignment.
Workforce Planning – Strategically assessing and adjusting your structure and staffing model for future needs.
Board & Executive Collaboration – Partnering with the C-suite or board to advise on people-related decisions and risk.
I also provide day-to-day support where needed—managing priorities like performance management, culture initiatives, or policy updates during your period of growth or transition.
As a fractional HR partner, I integrate seamlessly with your leadership team and internal staff. I become your go-to resource for all people-related strategies—whether it’s developing a talent management plan, optimizing compensation programs, or leading change during rapid growth or restructuring.