Every leader hits a moment like this. I tell you what the law requires and what’s right for your team — before the decision, not after.
Latisha Newby, Esq.
SHRM-SCP · PHR · J.D. · 20 years in executive HR
Certification prep for the SHRM-CP, SHRM-SCP, PHR, and SPHR — taught by someone who applies this law for a living, not someone reading you the textbook.
80% of my students pass. 28 of 35 students, Fall 2023 – Spring 2026.
See the AcceleratorLeadership development, HR compliance, and fractional CHRO support for organizations whose managers decide faster than the policy manual can help.
5.0 from 17 Google reviews. Employers across the Southeast.
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The Leadership Library answers the questions people search at eleven at night, after the conversation has already happened. Free, always.
You need a Chief People Officer’s judgment. You do not need one on payroll. I sit at your leadership table a few days a month — people strategy, legal risk, escalations, and the calls your HR generalist should not be making alone.
See how it works →Managers make decisions with legal consequences every week. This is the training that gets them making those decisions well.
Investigations, policies, auditsIndependent investigations, policies your managers can actually follow, and audits of the records people ask for when something goes wrong.
Group and private cohortsThe same program that certified 28 of 35 students, delivered to your HR team as a cohort.
Conferences and associationsEmployment law and leadership, in plain language, with the real workplace examples that make it stick.
I am an HR consultant with a law degree. I spent two decades in executive HR — most recently as Chief People & Legal Officer at a national nonprofit — and I teach SHRM certification as Certification Director for Raleigh Metro SHRM.
That combination is the whole point. I can tell you what the law requires and what will actually work with the people in front of you, which are not always the same answer.
Read the full background“Latisha has a broad range of skills that include compliance, benefits, training, and employee management. She is a caring professional who tries to find solutions that benefit both the employer and employee.”
Patricia Spillane University of North Carolina at Chapel Hill
Read all 17 Google reviewsTwelve questions about how you actually handle complaints. You get a scored result and the two places you are most exposed — not a form to fill in, a straight read on where you stand.
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