Attract and hire the most diverse and qualified professionals in your industry.

Ensure fair and equitable hiring practices

Create job descriptions and placements process

Review, analyze, screen resumes, and conduct or support interviews

Check references and conduct background checks

Create offer letters

Develop, motivate, and retain employees with cost-effective training, tools, and opportunities to advance their careers.

Assess and identify learning opportunities and training needs

Create and deliver workshops, online learning, and coaching

Establish or upgrade training programs

Create personalized ways for employees to acquire relevant skills, such as knowledge sharing

Measure and track training effectiveness and organizational impact

Facilitate succession planning, preparing for future staffing needs

Strategically maximize talent by hiring the right people and exploring hidden talent

Align employees’ skills, knowledge, competency, and attitude with personal and organizational goals.

Assess needs analysis

Define a strategy that aligns with business goals and objectives

Provide a wide range of training, including coaching and leadership development

Build capabilities across the entire organization

Create/Change/Implement L&D policies and company standards

Increase employee output while boosting employee satisfaction, reducing turnover, and improving employee wellbeing.

Create definitions and communication plans around roles, expectations, and success measures

Collaborate with a high level of transparency

Train managers and staff on how to conduct feedback check-ins and both informal and formal reviews

Create and implement recognition programs

Compare present performance vs. potential for future performance

Provide training on eliminating unconscious social and cognitive biases in employee evaluation criteria and processes.

Recommend software to track and deliver evaluation/feedback

Ensure policies, practices, and procedures are appropriate, effective, and properly enforced, so as to maintain a positive working relationship between the organization and employees.

Audit company’s Employee Handbook with an equity lens, specifically regarding policies, practices, procedures, and supporting documentation

Understanding where behaviors don’t align with policies

Corporate and individual communications

Provide conflict resolution for organizational issues

Train, create and manage Performance Improvement Plans (PIP)

Investigate employee relations cases, and consult on risk mitigation strategies and issues

Reward and motivate staff for their contributions.

Review employee compensation programs

Research and negotiate benefits plans

Design and implement employee compensation structures

Address pay inequities

Identify and adequately compensate critical talent

Enhance organizational strategy, structure, culture, and processes, to improve organizational effectiveness.

Conduct organizational needs assessment and analysis

Create strategic action plans

Provide training based on needs

Create or update policies and procedures

Make organizational structure recommendations (Simple/Flat, Matrix, Network, etc.)

Recommend people and cultural changes

Advice on remote, dispersed, and virtual teams

Identify socio-cultural blindspots, biases, and other equity considerations

Mitigate, prepare, and manage the negative effects of change.

Perform readiness assessments

Provide communication planning and strategies

Provide training and resistance management

Solicit and manage employee feedback

Facilitate stakeholder engagement

Recommend organization design and management strategies

Reinforce messaging

Create an environment where everyone can be themselves while contributing to common objectives.

Assess beliefs, interpersonal skills, management, culture, policies, practice, & procedures (using Spectra Diversity Assessments)

Provide racial equity assessments

Provide DEIB and racial equity training

Provide leadership coaching and training

Increase your HR team’s effectiveness and impact.

Assess HR department capabilities

Provide coaching and training for the HR function

Staff augmentation, including consulting and project management (such as updating employee handbooks, creating job descriptions, training staff, implementing systems, conducting an assessment, etc.)