How we can work together

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How we can work together * 

Who I work with

The companies on my roster don’t have a lot in common on paper but what they tend to share is a moment that made them realize they needed HRnB.

  • Fintech

  • Healthcare

  • SAAS

  • B2B and B2C E-commerce

  • Digital consultancy

  • Development shops

  • Cross-channel ad platforms

  • Benefits brokerage services

  • Ice cream

  • Drone technology 

  • Values-driven non-profits

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Revzilla case study

Energage is the one system that consistently gives me reports that are digestible, that are asking the right questions. It’s important to us to get feedback that is actionable.

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How We CanWork Together

Flexible Engagement Models for Different Needs

TRIAGE

For situations that need an executive voice, now.

Sometimes, the situation in front of you doesn’t need a project plan or a retainer. It needs someone who has been in your position before, can think with you in real time, and is willing to be wrong out loud while you decide what to do.

I come in for a few focused sessions, often inside a single week, with the goal of getting you to a defensible decision and a clear next move.

project

Defined scope, deadline-driven, real stakes.

Project engagements have a clear beginning and a clear end, with a lot riding on the middle. The work usually involves a specific deliverable (a comp framework, a post-acquisition integration plan, a leadership offsite design) plus the conversations and decisions the deliverable surfaces, which is the part that usually decides whether the work actually holds.

I scope each project to the situation; some run three weeks, some run three months.

partner

Fractional HR leadership, embedded with your leadership team.

Partner engagements are for companies with roughly 50 to 300 employees who need a senior People voice in their leadership team but aren’t ready to hire a full-time CHRO. I embed on a monthly retainer, attend the meetings that matter, and become the standing thinking partner on people decisions for the founder or CEO.

The relationship compounds: six months in, I know your leadership team, your historical decisions, and the unwritten rules that govern how things work.

accomplice

Reinforcement at the executive level, alongside your internal HR leader.

Some companies have the right person running HR. The function works. The team trusts them. Hiring a CHRO above them would be the wrong answer, and losing them would be worse. What’s missing is a different kind of seat.

I come in alongside, take the exec-level weight, and stay out of the way of the function that’s already running well. The internal HR leader keeps leading. I’m the reinforcement above the line.

Set up your intro call now
Set up your intro call now

What the clients are saying

  • "Talia was instrumental in establishing a solid HR foundation during a critical period of acquisition for us. She brought clarity, kindness, and a willingness to address essential matters candidly, helping us set up long-term People Ops success."

    Patrick Patterson
    Partner + CEO
    Level Agency

  • "Talia was a key asset in helping us refine our HR processes and strategy...With her guidance, we improved employee engagement, developed more cohesive teams, and created a smoother, more effective experience for new hires and management alike. I highly recommend Talia to any organization looking to enhance their HR functions and build a strong, supportive workplace culture."

    Sheri Tate
    SVP Product Strategy
    ChargeItSpot

  • "Talia has worked with us to navigate some of the most difficult business challenges we've faced, whether we were in trying times or growth periods. She has in-depth knowledge of the HR needs of many different types of companies, and I would recommend her to any company out there that is struggling with their HR needs."

    Alex Urevick-Ackelsberg
    Cofounder & CEO
    Zivtech

  • "The fact that she’s been in a senior leadership team in a startup/scale-up is hugely valuable as her advice is grounded and informed by her real-world experiences. I also appreciate her frankness which helps get to the core opportunities and development areas quickly."

    Nader Elm
    Founder
    Exyn Technologies Inc

  • "HRnB is a trusted partner for a growing business. When times were tough, and COVID-19 shut down our medical practice, Talia jumped in and helped guide us to ensure we had employees to run the business when we opened back up! ... She can operate at the board level, and roll up her sleeves and do the dirty work, and everything in between. I know she will be my HR secret weapon whenever I find my companies in need!"

    David Price
    Partner, Avonwood Capital Partners
    CFO, Elevate Eyecare

  • "What I loved about working with Talia, is that she is realistic in managing expectations, yet progressive in supporting where we were heading. She solved the 'now' problems and prepared for what was to come ... Her impact on our organization continues to have a positive impact years later."

    Steven Popovich
    President and Chief Retail Officer
    Comoto Holdings

  • "As an HR consultant, [Talia] continues to deliver exceptional value to my clients, providing tailored solutions and navigating complex HR challenges. Talia is not only a trusted expert but also a dedicated partner who consistently ensures positive outcomes for all involved."

    John Casey
    VP, NFP
    Aon Company

  • "Talia's expertise in this area is exceptional, and the rapport she has built with our employees has been amazing. I really appreciate having Talia as a resource to bounce questions off of as needed. Given our size and needs, it's the perfect solution for our company."

    Jim Conroy
    CFO
    The Neat Company

The Jump Off

HRnB is a boutique consultancy with an approach far from one-size-fits-all. Each client engagement is customized based on individual needs. It all starts with a conversation.

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Intro phone call

To begin, we’ll spend approximately 60 minutes learning about each other in a one-to-one conversation or with as many participants as needed, on-site or virtually. 

  • The focus of this meeting is to align on how we could work together and see if the vibe is right. Essentially, we’re interviewing each other. 


  • I’ll take copious notes and ask a lot of questions and I anticipate you’ll do the same.

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Strategy & proposal

By the meeting’s end, and if we decide to move forward, we will have reached a level of understanding that allows me to send a sample statement of work and recommendation on an engagement. 

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Plan forward

Then, we’ll schedule follow-up conversations with key individuals in the business; they can range from Co-founders to leadership team members to investment partners and anyone in between. 

Ultimately, we will land on an engagement that accelerates the business.

Set up your intro call now
Set up your intro call now

What I do

  • Sit in the room for the strategy session, the offsite, the executive hire, and the moment you realize you need to change your mind in real time.

  • Hold the context that matters: how your team has grown, what your board is paying attention to, and the unwritten rules nobody documents.

  • Make the call to your attorney, broker, recruiter, and PEO rep, because I’ve worked with them for years and they answer when I call.

  • Own the outcome with you. Wins, misses, and the calls that need a second look six months in.

  • Help you see the hardest HR work lives in the gray area and name it. Ask me why a lobster is not a dog.

What I don’t do

  • Compete with the chat tool or your HRIS on thirty-second work: policy drafts, template handbooks, and stock onboarding checklists. I’ll be there for the decisions that follow.

  • Talk in acronyms or consultant-speak. We’re not unpacking anything, circling back, or force multiplying.

  • Take on work outside my lane. I have a Rolodex for that, and I’m happy to make the intro.

  • Send you to AI for work it can’t finish. Sure, AI will draft a comp philosophy, a job description, even a layoff plan. The work that matters starts where the draft ends.