HR & Employee Relations
Led by Amy Klose, Principal HR Consultant and Florida Bar-licensed employment attorney, our HR practice draws on nearly two decades of in-house experience across public and private sectors. Amy's legal training and deep operational knowledge inform every engagement, from designing an HR function from scratch to conducting impartial workplace investigations.
We provide HR strategy and operational guidance, not legal representation. When a matter requires a legal determination or advice, we work alongside the client's own legal counsel.
Program Establishment
Building HR functions from the ground up – policies, processes, reporting structures, and technology – delivered as turn-key operations ready for your team to run.
Employee Relations
Designing and managing the frameworks that govern how your organization interacts with its people – grievance processes, conflict resolution pathways, and day-to-day employee support.
HR Compliance & Risk Advisory
Drawing on extensive in-house experience and employment law training to assess workplace risks, strengthen HR policies and processes, and help leaders make informed decisions.
Employee Handbooks, Policies & Complaint Reporting Mechanisms
Developing, reviewing, and updating workplace handbooks, policies, and complaint intake systems that employees can understand, trust, and use.
Workplace Investigations
Thorough, impartial investigations into complaints of discrimination, harassment, and misconduct. As an independent third party, we bring the credibility and objectivity that internal HR teams often cannot.
'Manager 101' Training
Equipping new and experienced managers with foundational skills – effective feedback, documentation, performance conversations, and legal awareness.
Workforce Training
Anti-discrimination, anti-harassment, and workplace bullying training tailored to your organization's culture, industry, and risk profile.
Retaliation Prevention
Designing protocols and training that protect employees who raise concerns – and protect the organization from one of the fastest-growing areas of employment liability.
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Alternative Workplace Dispute Resolution
Structured approaches to resolving workplace conflicts outside formal legal proceedings – mediation, facilitated dialogue, and early intervention strategies.
Terminations & Reductions-in-Force
Planning and managing workforce transitions, from individual terminations to larger reductions, with sound processes, operational coordination, clear communications, and respect for those affected.
ADA Interactive Processes & Leave Administration
Managing disability accommodation and leave processes, including interactive discussions, documentation, workflow design, and consistent administration.
Designing & Administering Disciplinary Processes
Building progressive discipline frameworks that are fair, consistent, well documented, and operationally sound.
Performance Management
Designing review systems, goal-setting frameworks, and improvement plans that drive accountability while supporting employee development.
Smart Practices for Remote & Hybrid Workforces
Policies, communication cadences, and management practices for organizations navigating distributed work – from fully remote teams to hybrid models.
Designing Recruiting & Compensation Frameworks
Structured, equitable approaches to hiring and pay – job architecture, compensation benchmarking, offer processes, and pay equity analysis.
Change Management Facilitation
Guiding organizations through transitions – restructurings, leadership changes, policy shifts, and cultural transformations – with structured planning, stakeholder alignment, and clear communication at every stage.
Mobility & Immigration Programming
Designing and administering employee mobility and relocation programs, coordinating internal stakeholders, outside immigration specialists, and employees throughout the process.
Contingent Workforce Compliance & Consulting
Strengthening contractor, temporary worker, and contingent staffing programs through clear processes, classification documentation, and practical workforce controls.
Classification Change Management
Managing the HR work involved in classification reviews, including role analysis, documentation, employee communications, and implementation planning.
Administrative Charge Response Support
Organizing records, timelines, and internal fact-gathering for EEOC and similar administrative charges, in coordination with the organization's legal counsel.
HR / Business Tech Stack
Vetting, mapping integrations, and implementing the systems that power your HR and business operations – HRIS, ATS, payroll, benefits administration, and more.
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