A senior HR leader, for exactly as long as you need one.
Most companies between 30 and 150 employees are in the same spot: too big to run on goodwill, too small to justify a full HR department. Usually there is one person holding all of it, and often two other jobs besides.
Three ways this usually runs.
I am your HR function.
Ongoing, on a set cadence. Handbook, policy, leave administration, investigations, terminations, compliance, open enrollment, the questions your managers ask at 4:45 on a Friday. You get senior judgment without a senior salary.
One thing, done properly.
A handbook rebuild. A records-request SOP. An investigation. A leave process that has quietly been wrong for two years. Scoped, built, handed over with documentation your team can actually run.
Your HR person is retiring. Everything is in her head.
This is an operational risk with a date on it, and it is the engagement I am asked about most. Document what only one person knows. Separate the roles that got bundled onto her over the years. Define the job you are actually hiring for. Then transition it — and stay long enough that the new person is not learning alone.
The talks leaders avoid are the costly ones.
Underperformance, conduct, terminations, conflict between people. The conversations managers put off are the ones that get expensive. I train and coach your leaders to have them head-on: prepared, fair, and direct, without lighting a fire they then have to put out.
She is a direct and effective communicator, without sacrificing compassion.
Training managers to have hard conversations only works if something sits behind them.
If there is no documented performance process, no consistent standard across managers, and no record of what was said last time, then coaching people to be braver just makes them exposed. The order matters: build the structure, then train to it. That sequencing is usually the difference between a culture change that holds and one that lasts a quarter.
Tell me what's breaking. I'll tell you how I'd fix it.
A short conversation is the fastest way to find out whether Bold Strategy Group is the right fit. No pitch deck — just a straight read on your situation.