You will get a practical HR audit to reduce people-risk and inconsistency
Project details
We work with organizations to drive real change, building DE&I organizations by design, not default. We transform the behavior and mindset of teams, individuals, and leaders. We then support them with fair and equitable structures and processes, because the hard truth is that behavioral inclusion without structural inclusion will not change the status quo.
We bring together 35 years of experience, deep DE&I expertise and global benchmarks to help you make decisions based on data and analytics, not just opinion. We develop inclusive behaviors in leaders and individuals. And we transform the system itself, reshaping talent processes to ensure they are fair and equitable.
Our purpose is to help everyone, from any and all backgrounds, achieve their full potential, to help organizations thrive, improve wider society and bring people closer together.
We bring together 35 years of experience, deep DE&I expertise and global benchmarks to help you make decisions based on data and analytics, not just opinion. We develop inclusive behaviors in leaders and individuals. And we transform the system itself, reshaping talent processes to ensure they are fair and equitable.
Our purpose is to help everyone, from any and all backgrounds, achieve their full potential, to help organizations thrive, improve wider society and bring people closer together.
Target Country
Canada, United StatesWhat's included
| Service Tiers |
Starter
$195
|
Standard
$395
|
Advanced
$695
|
|---|---|---|---|
| Delivery Time | 3 days | 5 days | 7 days |
Organizational Structure | - | ||
Employee Onboarding Process | - | - | |
Employee Leveling | - | - | |
Employee Feedback |
Optional add-ons
You can add these on the next page.
Fast Delivery
+$75 - $250
Organizational Structure
(+ 2 Days)
+$150
Employee Onboarding Process
(+ 1 Day)
+$125
Executive Risk Summary
(+ 1 Day)
+$195
15 reviews
(12)
(2)
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(1)
This project doesn't have any reviews.
TM
Taylor M.
Nov 22, 2024
Need HR Candidate Evaluation and Compensation Specialist
LW
Li W.
Aug 16, 2023
Freelance HR Business Partner (5BA)
NZ
Nan Z.
Jun 27, 2023
Recruiting Tasks (NncL): Resume Screening & Assessment
James helped us evaluate candidates for an open position in finance relating to our investments in technology, healthcare, publishing, philanthropy, and sustainability (ESG). James helped us in a timely and productive way, and was completely responsive and communicative about all our goals. We're thankful for the help and would consider working together again the next time we need an HR partner.
JK
Johnathon K.
Mar 2, 2022
Looking For A Recruiter For Growing Digital Marketing / Advertising Agency
Working with Jim was a terrible experience that set us back a few weeks. Jim sounded great when he represented himself as a 20 year long full-cycle recruiter and HR lead. However, once we got into the work, I had Jim take care of basic recruiting tasks and he totally dropped the ball.
As far as skills, they were non-existent in our books. We had him run initial interviews and after interviewing 3-4 people for 30+ minutes each, some even twice (which we didn't ask for), this man provided us with 1-2 sentences of notes about each candidate. When asked why he doesn't have some sort of standard rubric / questionnaire to be able to compare apples to apples, he just said "Every business is different" and asked me to provide one for him.
Any time I would send him 2-3 paragraphs of information trying to help him understand what we need him to do or offer him 1-on-1 help to figure out what's going on together, I was met with 1-5 word responses, every. single. time. It drove me nuts and it drove other people on my team nuts. Nobody could get a straight response out of Jim.
He told us he'd have some Creative Directors for us to look at on Friday and he didn't present these folks to us until Monday afternoon. This is when we got 2 sentence notes we couldn't even go off of and now have to re-interview the same candidates.
When I let him go, after him telling us completely opposite stuff, this is what he had to say:
"As expected.
You didn't let me go. You were not my boss.
I never liked you or supported your company."
All in all, working with Jim was a terrible experience. I hate knocking people like this but this guy should be kicked off the platform, point blank. Whatever he has to say about us or myself is just non-sense. I did nothing but try to help the guy get up to speed, and we shouldn't have to teach a 20 year recruiter basic recruiting best practices like taking notes, asking the same questions to compare apples to apples, scoring against our core values, etc.
Total disappointment, and I would stay far, far away from this guy at all costs.
As far as skills, they were non-existent in our books. We had him run initial interviews and after interviewing 3-4 people for 30+ minutes each, some even twice (which we didn't ask for), this man provided us with 1-2 sentences of notes about each candidate. When asked why he doesn't have some sort of standard rubric / questionnaire to be able to compare apples to apples, he just said "Every business is different" and asked me to provide one for him.
Any time I would send him 2-3 paragraphs of information trying to help him understand what we need him to do or offer him 1-on-1 help to figure out what's going on together, I was met with 1-5 word responses, every. single. time. It drove me nuts and it drove other people on my team nuts. Nobody could get a straight response out of Jim.
He told us he'd have some Creative Directors for us to look at on Friday and he didn't present these folks to us until Monday afternoon. This is when we got 2 sentence notes we couldn't even go off of and now have to re-interview the same candidates.
When I let him go, after him telling us completely opposite stuff, this is what he had to say:
"As expected.
You didn't let me go. You were not my boss.
I never liked you or supported your company."
All in all, working with Jim was a terrible experience. I hate knocking people like this but this guy should be kicked off the platform, point blank. Whatever he has to say about us or myself is just non-sense. I did nothing but try to help the guy get up to speed, and we shouldn't have to teach a 20 year recruiter basic recruiting best practices like taking notes, asking the same questions to compare apples to apples, scoring against our core values, etc.
Total disappointment, and I would stay far, far away from this guy at all costs.
JL
Junghoon L.
Jan 10, 2022
Sourcing Data Engineer Talent
Jim helped me manage the front-end of our hiring pipeline and kept me sane. Thank you!
About Jim
HR Consultant | Employee Relations, Workplace Investigations & HR Risk
Calgary, Canada - 9:57 am local time
My work focuses on employee relations, workplace investigations, HR policy review, performance management, complaint response, difficult employee situations, manager accountability, and HR risk. I support HR leaders, executives, managers, and business owners who need practical help turning messy people problems into clear decisions and defensible next steps.
Many workplace issues become harder because expectations are unclear, managers wait too long, documentation is weak, complaints are handled inconsistently, or HR is asked to fix a problem after leadership has avoided it. I help clients clarify what happened, what standard applies, who owns the decision, what needs to be documented, and what should happen next.
I can help with:
Employee relations issue review
Workplace investigation planning and structure
HR policy review and risk assessment
Performance management documentation
Corrective action and manager communication
Complaint response guidance
Difficult employee behavior and conduct issues
Manager scripts, templates, and action plans
My approach is practical, direct, and business-focused. I do not provide generic HR language or theory-heavy advice. I help clients create usable standards, clearer communication, better documentation, and more consistent follow-through.
I bring more than 25 years of experience supporting workplace leaders, HR teams, professionals, and organizations through practical training and advisory work. My work focuses on the workplace moments that shape performance, trust, accountability, and results: expectations, difficult conversations, people decisions, documentation, and consistent follow-through.
Clients usually come to me when they need clarity before a workplace issue escalates. The goal is to move from vague concern to clear action.
Steps for completing your project
After purchasing the project, send requirements so Jim can start the project.
Delivery time starts when Jim receives requirements from you.
Jim works on your project following the steps below.
Revisions may occur after the delivery date.
Initial review and scope confirmation
I review the materials, confirm the focus of the project, and identify the key HR, compliance, employee relations, or manager-consistency issues to address.
Project completion
I complete the selected HR review and deliver practical findings, priority concerns, and recommended next steps based on the project tier purchased.