Founded

Services

Method

In cohesive, high-performing organizations, strategy, human capital, and business operations seamlessly merge into a holistic system. Traditionally, ideas stem from strategic planning, with human efforts aligned accordingly. Collaborative business operations act as the conduit between strategy and human capital. However, in a non-linear context, strategy, human capital, and operations intertwine into complex processes, incorporating diverse perspectives from both sources and individuals. This forms the foundation for evidence-based human capital and operations management, facilitating well-informed decisions sourced from a variety of high-quality inputs to anticipate and attain favorable business results.

The Problem

Organizations often prioritize products and processes over the human element. Leaders’ decisions often rely on experience, intuition, and management influencers rather than science or systematic approaches. This leads to misalignment between human efforts and business goals, hindering optimal performance and potentially leading to failure.

 

The Solution

Because human behavior in the workplace predicts performance and subsequent organizational success, leaders and managers must make well-informed decisions and take supportive actions. Using evidence-based processes ensures that business leaders and managers are making thoughtful decisions. Achieving effectiveness, high performance, and adaptability hinges on aligning human capital with strategic goals and business operations.

 

What I Offer

With training in science, research methods, and statistics, as well as 15 years of business operations and project management experience,  I can help guide you to employ evidence-based human capital and business management processes in your organization. I will also teach you how to continue this methodology as your organization grows.

Human Capital Development

Using my expertise in Industrial-Organizational Psychology, I design systems and processes to select high-performing workers, develop their performance, and promote their engagement and sense of inclusion and belonging. I also help organizations identify and correct obstacles that are inhibiting equitable human capital processes. There is nothing more critical in business than aligning human capital with all other business processes. 

    • Selection – Conducting equitable selection systems that include job analysis and job-related assessments, developing structured interviews, total compensation packages, and, personnel gap analysis.
    • Performance Management – Creating equitable performance management systems based on continuous feedback, shared goal setting, informational performance assessments, and a collaborative employee development plan.
    • Organizational Development – Diagnosing gaps and assessing climate/culture to cultivate inclusivity and positive work environments.

Operations Management

Through the integration of strategic goals and human capital efforts, I create concerted and streamlined interdepartmental workflows and processes. By identifying and assessing inefficiencies in various existing departments a plan can be made to get employees to spend more time on cognitive aspects of the business that they actually add value to and less time on things that can be automated or outsourced.  In general, I spend time understanding and then collaboratively improving various aspects of operations such as e.g. financial planning models, staffing and selection processes, product R&D, accounting systems, production, PR, SEO, entity structures, etc. Most importantly, these business operations efforts need to align with human capital efforts to ensure successful implementation and lasting success.

    • Operations – Overseeing operations in each department to ensure human capital is supporting processes and contributing to feedback regarding integration and continued enhancement of systems.
    • Project Management – Developing project management processes and structure to help clarify appropriate project tasks as well as track accomplishments.
    • Organizational Design – Creating and reorganizing various team members, processes, and systems to align with organizational goals.

Strategic Development

Through organizational audits, extensive research, and multiple collaborative discussions, I identify existing growth-based opportunities and obstacles. These factors serve as the basis for understanding and developing meaningful business outcomes as well as identifying challenges.  Through the strategic development process, identified outcomes can be transitioned to actionable work outcomes. These outcomes focus on integrating human capital and business operations.

    • Organizational Assessments– Taking an investigative look at current operations and processes as related to desired outcomes.
    • Opportunity Research – Research services, products, competitors, market gaps, and more to identify idea viability and financial impacts.
    • Project Planning – Creating articulate plans for next step exploration or implementation considering human capital and business operations. 
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