Referral Partners:

Our clients save significant time and are assured exceptional results by working with our referral partners in:

  • Board Governance / Strategic Planning / Retreats and Offsites
  • Business Writing Training and Coaching
  • Corporate Security / Executive Protection
  • Customer Service Training
  • Employee Benefit Design / Benefits Broker
  • Executive Coaching
  • Leadership / Management Skills Training​
  • Legal Counsel: Benefits, Employment, ERISA, Executive Compensation, Labor
  • Outplacement
  • Pre-employment screening
  • Presentation Skills Training and Coaching
  • Resume Writing
  • Retirement Plan Design and Management
  • Staffing: Interim, Contingent, Contract, Freelance, Per Diem, Temporary
  • Workplace Investigations





Sample Assignments​​


Executive Coaching:

  • Executive Director - established not-for-profit: “As my executive coach, you helped me improve my relationship with key staff and grasp a clear vision of where our organization needed to go. This wound up mending fences with both the board and key staff.”
  • General Manager - fashion apparel industry firm: His CEO reported - “Three years after you guided him through a critical phase in his development, this executive’s effectiveness has improved markedly and the business he manages is growing steadily.”
  • Spiegel Brands: Led project team in design and implementation of executive development coaching program.


HR Transformation:

  • Conducted assessments of HR departments including industry benchmarking. Crafted strategic vision and mission, initiated restructuring including outsourcing of non-core functions, reallocation of talent, and acquisition of key talent to fill critical talent gaps. Reorganized functions, and achieved transition from transaction-oriented to consultative business partner model in 18 months.


HR Leadership:

  • Direct report to CEO; advisor on organizational design, talent acquisition and development, leadership development and performance management.
  • Consultant to business leaders on organizational redesign to achieve business strategy and maximize workforce efficiency.
  • Senior staff advisor to Staff Affairs, Pension and Compensation Committees of the Board.


Organizational Effectiveness: 

  • Con Edison: Change management - client commented, “A group that was considered a trouble spot is now seen as a role model.”
  • Lutheran Medical Center: Process improvement intervention resulted in breaking down barriers between two key hospital departments, plus documented improvement in patient satisfaction.
  • Pace University: Assumed leadership over organization-wide process transformation initiatives utilizing high-potentials to solve complex problems, improve processes, and develop leadership capabilities.
  • Pentegra Retirement Services: Collaborated with new president to define desired culture, create strategic goals, and develop and implement a change management strategy.

Performance Management:

  • FOJP, Hospitals Insurance Company, Pace University: Designed and implemented performance management systems resulting in proactive, purposeful management of human resources.
  • Pace University: Successfully aligned core and leadership competencies with organization's strategic plan.


Talent Acquisition/Executive Search:

  • FOJP, Hospitals Insurance Company: Reduced time-to-fill by 50%, achieved 95% NPS and improved quality of candidates by 30%, based on hiring manager assessment.
  • Searches include: AVP Research & Data, AVP Workers Compensation & Loss Control, Chief Information Officer, Director Compensation Benefits & HRIS, Director Human Resources​, Director/VP Professional Liability Claims & Litigation, SVP & General Counsel, VP & Medical Director, VP Philanthropy


Talent Management/Engagement/Retention:

  • American Express: Developed high-potential candidates resulting in significant reduction in time to competence and to fill; 60% of participants promoted within 6 months; 100% retention of program participants.
  • ​FOJP: Developed organization’s first talent management process resulting in internal pipeline of candidates for all key positions, reduction of talent drain, and focused investment in high performers/potentials.
  • FOJP: Introduced organizational learning as a driver to achieve client satisfaction and improve employee engagement.
  • Pace University: Developed executive onboarding program resulting in significant improvement in time to competence.