Single Session
One 60-minute session for a specific situation or decision.
Also available
Some decisions don’t need a training program. They need an experienced outside perspective.
Strategic HR Advisory gives senior leaders and HR professionals a confidential thinking partner for complex workplace, leadership and people decisions. Some of it is one-to-one, by the session. Some of it is an organization bringing in senior HR judgment for a while. Either way it is targeted strategic guidance, not outsourced HR administration or an on-call HR department.
Thirty minutes. No pitch. I will tell you if I am not the right fit.
How I work with organizations
Three ways to work together.
Start wherever your situation actually sits. Each one goes to the detail further down this page.
One-to-one Strategic Advisory A confidential thinking partner for a specific situation or decision. Single session, three months, or six. See the three options Ongoing Fractional CHRO A senior HR voice for your executive team, a set number of days each month, for organizations between 40 and 400 people. How it works Engagement HR Compliance Independent workplace investigations, policies and handbooks, and HR audits, before a gap turns into a claim. What is covered
Education and leadership development are the main work now.
I still take on a small number of advisory engagements each year, where senior HR judgment or an independent pair of eyes is what the situation actually calls for. There is no form and no proposal deck to work through first: book a conversation and I will tell you whether I am the right person, including when the answer is no.
One-to-one One focused hour Continuity Deepest partnership
Choose the support that fits.
Every option is private, one-on-one, and built around your real situations.
3-Month Advisory
Three 60-minute sessions over three months, with continuity from one conversation to the next.
6-Month Advisory
Up to six 60-minute sessions over six months for a season of growth or change.
Not sure which one fits? Book a conversation and we will work it out before you commit to anything.
Book a conversation Ongoing
Fractional CHRO
A trusted advisor for your executive team. I partner with leaders to navigate complex people decisions before they become costly organizational or legal problems.
Who it is for. Organizations between 40 and 400 people with an HR generalist or a small team, and no senior HR voice above them.
What it involves. A set number of days each month, not an on-call arrangement; Board and executive reporting on people risk; Escalations, investigations and the decisions that cannot wait; Policy, classification and compliance reviewed before it becomes a problem; Building the HR function as headcount grows.
Engagement
HR compliance and employment law support
Most compliance problems aren’t discovered during an audit. They’re discovered during a claim, when someone asks for a document you assumed existed, or when a workplace issue exposes a gap. Our work helps organizations identify and address those gaps proactively, before they lead to investigations, litigation, or unnecessary risk.
Workplace investigations
Some workplace issues are too sensitive, too senior, or too close to the reporting line for the internal team to handle alone. I provide independent support for workplace investigations and other high-risk employee matters, including allegations involving senior leaders, discrimination or harassment concerns, retaliation claims, conflicts of interest, executive conduct, and situations where neutrality may reasonably be questioned. Each engagement is handled with a consistent process, clear documentation, reasoned findings, and a written report or executive summary designed to help leadership act with confidence.
Policies and handbooks
Liability usually lives in the gap between what your handbook says and what your managers actually do. I draft and review policies so the two match, in language a supervisor can follow at speed — not paragraphs written to be defensible and never read.
HR audits
A structured review of the records and practices that get requested when something goes wrong: I-9 and work authorization files, personnel file practices, exempt and non-exempt classification, hiring and separation documentation, and whether your handbook still reflects current practice. You get a prioritized findings list — what to fix now, what can wait.
What this is not. This is employment-law-driven HR compliance. It does not cover workplace safety or OSHA — for that you want a safety specialist, and I will happily say so.
How it works. Scope is agreed in writing before anything begins, and you get findings you can act on — not a list of everything imperfect.
A reference
What people say about the advisory work
Read the Google reviews“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 SpillaneUniversity of North Carolina at Chapel Hill
What organizations ask before they call
How is a fractional CHRO different from a consulting project?
A consultant delivers a project and leaves. A fractional CHRO holds the seat — attends leadership meetings, carries the people agenda between them, and is accountable for the same things a full-time CHRO would be. The difference is days per month, not depth of responsibility.
Are you acting as our lawyer?
No. I am a licensed attorney, and that background is why my advice is different, but I am engaged as an HR advisor. No attorney-client relationship is created, and nothing I provide is legal advice or covered by privilege. Where a matter needs counsel, I will say so plainly and work alongside yours.
Can you investigate a complaint against a senior executive?
That is the situation independent investigation exists for. When the subject sits above your HR team in the reporting line, an internal process is difficult to defend regardless of how carefully it is run.
Do you handle OSHA and workplace safety?
No. My compliance work is employment-law driven — records, classification, policy, documentation and investigations. Safety is a genuinely different discipline and you are better served by a specialist. I would rather tell you that now than take the engagement.
What does it cost?
It depends entirely on scope, and I would rather quote you accurately than post a number that turns out to be wrong. Every engagement is priced in a written proposal after the first conversation. That conversation is free and carries no obligation.
Do you work outside North Carolina?
Yes. Advisory work is largely remote, and I travel for investigations and in-person training. Employment law here is federal-first, with state variation flagged where it matters.
Tell me what is happening.
Thirty minutes, no obligation, and a straight answer about whether this is something I should be involved in. If it is not, I will usually know who should be.
Book a conversationOr email latisha@cultivatehrconsulting.com.