HR & Organizational Development Consultant

The HR & Organizational Development Consultant is a seasoned, hands-on business leader who partners directly with the CEO to strengthen organizational structure, leadership effectiveness, and overall company performance.

This role goes beyond traditional HR. The Advisor actively evaluates how departments operate, assesses workforce effectiveness, and works closely with managers to ensure the right people are in the right roles. The focus is practical execution — improving efficiency, strengthening accountability, and aligning staffing with business objectives.

This is a part-time contract role designed for an experienced executive who has led teams across Sales, Operations, and cross-functional environments and now seeks to contribute meaningful impact through advisory and hands-on engagement.

• Assess current organizational structure and role clarity across departments.
• Identify inefficiencies, role overlaps, and gaps in capability.
• Evaluate whether staffing levels align with company goals.
• Recommend hiring priorities and workforce adjustments to support growth.
• Work with the CEO to develop practical workforce plans.

• Observe how departments operate day-to-day (Sales, Operations, and support functions).
• Meet directly with department leaders and key contributors.
• Evaluate workflow effectiveness, accountability, and decision-making processes.
• Identify strengths and areas for improvement within teams.
• Provide candid and constructive feedback to the CEO.

• Help ensure individuals are placed in roles that align with their strengths and capabilities.
• Support managers in addressing underperformance in a structured manner.
• Recommend role adjustments, development plans, or staffing changes where necessary.
• Advise performance documentation and employment decisions in compliance with HR regulations.
• Promote a culture of ownership, accountability, and contribution.

• Provide guidance on hiring, termination, and employee relations matters.
• Ensure employment practices align with legal and ethical standards.
• Review and improve HR policies and procedures as needed.
• Support leadership in managing sensitive personnel matters professionally.

• Serve as a trusted sounding board to the CEO.
• Provide objective insight into organizational health.
• Help leadership navigate change initiatives thoughtfully.
• Support alignment between people's strategy and business goals.

• 15+ years of leadership experience across multiple business functions (Sales, Operations, or General Management preferred).
• Proven experience building, restructuring, or improving organizational performance.
• Strong practical understanding of how departments operate and interconnect.
• Experience managing performance and making staffing decisions.
• Solid knowledge of HR compliance and employment law.
• High integrity, discretion, and balanced judgment.
• Comfortable working part-time, advisory capacity while remaining actively engaged.

• Has led teams directly and understand operational realities.
• Observant and analytical — able to see inefficiencies quickly.
• Fair, objective, and solutions oriented.
• Comfortable having honest conversations when improvement is needed.
• Motivated to contribute experience rather than title.