Fractional HR leadership for growing organizations, and independent workplace investigations when something serious happens.
Scoped to what you actually need, on retainer or project by project. No long contracts, no full-time hire, no pretending a policy template solves a people problem.
A complaint has been filed, the respondent is senior, or your internal process cannot credibly handle it. The report needs to hold up to legal, regulatory, and board review.
You have a team, a growing headcount, and HR foundations that have not kept up. Agreements, policies, and compliance that were built for a much smaller company.
Four core engagements, each scoped to your situation and handled with the discretion it requires. Every project is quoted in writing before any work begins.
Experienced HR leadership without a full-time hire. Typically an intensive setup phase covering audit, policy, and compliance, then a lighter retainer for employee relations, manager coaching, and day-to-day HR. Best fit for organizations of 10 to 150 that are scaling or restructuring.
Independent, impartial fact-finding into harassment, discrimination, bullying, and executive misconduct. For when internal HR has a conflict, the complaint involves senior leadership, or the process has to hold up to scrutiny. Reports written for HR, boards, and legal counsel.
Most organizations already use AI in hiring and HR decisions faster than they govern it. Bias audits, use policies, and human-oversight frameworks that get ahead of real legal exposure, grounded in employment and human rights law.
Discreet research on individuals and organizations for hiring, partnership, and acquisition decisions. Employment verification, reference and history review, and pre-acquisition diligence that surfaces what a resume does not.
The value of an independent practitioner is that there is no stake in the outcome, no existing relationship with the parties, and no internal pressure shaping the conclusion.
The appearance of impartiality matters as much as actual impartiality. When the respondent has organizational power, only an external investigator can provide both.
All parties heard, the process documented, findings based on evidence rather than assumption.
Confidential by nature. Information goes where the work requires and nowhere else.
No organizational allegiance, no preferred outcome. The work is the work.
Documented to withstand legal, regulatory, and board-level review.
Scope varies by organization size and complexity. These are real starting numbers, not a range designed to make you call and find out. Every project is quoted in writing before any work begins.
Not sure which you need? That is a fine place to start. Most engagements begin with a 30-minute call to understand the situation and scope the work. Reaching out does not create a record or an obligation.
Reduced rates are available for registered non-profits and charities. Ask on the call.
Rachel handled the HR side of Unity's acquisition of Ziva, no small feat, with great judgment and a steady hand. She built real structure where we were lacking and made sure the team felt supported throughout. If you are navigating a transition or managing growth, Rachel is a solid choice. James Jacob · Co-founder & CEO, Ziva Dynamics
Thank you so much for all your help and support. It has been a game changer. Fractional HR Advisory Client · North Carolina
Practical pieces on investigations, HR compliance, and AI governance. Written for HR professionals, legal counsel, and the people who have to make the call.
Internal HR teams can handle a lot. A harassment complaint involving a senior leader, a situation with legal implications, or any case where impartiality matters is not one of them.
The difference between a report that holds up under review and one that becomes the next problem is almost always in the documentation.
What fairness actually requires in practice, and the shortcuts that quietly undermine an otherwise competent process.
Four checklists I use in real engagements. No sales sequence, no drip campaign. You get the file and an occasional note when something changes in employment law that affects you.
Vancouver, BC
15+ years across nearly every area of HR, from recruitment and systems building to policy, risk, mergers and acquisitions, restructuring, and senior HR partnership at enterprise technology companies.
This practice fills the gap where organizations make avoidable mistakes because no one asked the hard questions early enough.
Private sector, healthcare, public sector, and nonprofit. Most recently Senior HR Partner at Unity (Americas).
BA in Human Resources and Labour Relations, with distinction. Law coursework, Queen's University and SFU.
Certificates in Trauma-Informed Workplaces and Foundations of Workplace Investigations. PI licence application in progress under BC's Security Services Act.
BC, Alberta, Manitoba, Ontario, Quebec, Nova Scotia. California, Washington, Texas, Florida, Virginia, North Carolina, New York.
A brief, no-obligation call to understand the situation, scope the work, and confirm fit. Confidential. Reaching out does not create a record or an obligation.