Services

Senior-level HR leadership embedded directly into your organization—without the cost, commitment, or bureaucracy of a full-time executive.

As your fractional HR consultant, I operate as an extension of your leadership team. This work goes beyond day-to-day HR administration and focuses on the strategic decisions that shape culture, accountability, compliance, and performance. Fractional HR support provides continuity, judgment, and structure where organizations need it most—during periods of growth, transition, or increased risk.

This service is ideal for:

Startups building their first intentional HR function

Growing organizations that need more than an HR generalist

Leadership teams that require senior-level HR perspective without adding headcount

Fractional HR engagements are customized to the organization’s needs and may include leadership advising, people systems design, compliance oversight, compensation strategy, and operational alignment.

Strategic guidance for executives navigating complex, high-stakes workforce decisions.

When leaders are facing sensitive employee issues, regulatory exposure, restructuring decisions, or competing priorities, the right answer is rarely obvious. Nine22 provides experienced HR judgment to help leaders evaluate options, understand downstream impact, and make informed decisions they can confidently defend.

This advisory work focuses on:

1. Identifying and mitigating people-related risk
2. Supporting executive decision-making during critical moments
3. Clarifying roles, responsibilities, and accountability
4. Ensuring compliance without sacrificing operational practicality

HR Advisory services are often project-based or situational, providing targeted support when leadership needs clarity, perspective, and a steady hand.

Leadership development that translates directly into real-world performance.

Nine22’s leadership training is designed for organizations where leaders are promoted based on technical skill but need support in developing people leadership capability. Rather than abstract theory or one-time workshops, this work integrates leadership expectations into daily operations.

The focus is on building leaders who can:

1. Drive accountability and performance
2. Navigate difficult conversations with confidence
3. Lead teams through change and growth
4. Align people decisions with business priorities

Leadership development is customized to the organization’s structure, culture, and operational realities, ensuring training is practical, relevant, and sustainable.

Designing organizational structures, expectations, and practices that reinforce what leadership is trying to build—not what happens by default.

As organizations grow, culture is shaped less by intention and more by systems, incentives, and leadership behavior. Without alignment, even well-meaning teams experience confusion, inconsistency, and erosion of trust. Nine22 helps organizations clarify how work gets done, how decisions are made, and how accountability shows up across the business.

This work is especially critical for:

1. Startups establishing their cultural foundation for the first time
2. Growing organizations whose culture has drifted as complexity increased
3. Leadership teams experiencing misalignment between stated values and day-to-day behavior

Culture and alignment work may include role clarity, organizational design, leadership expectations, communication frameworks, and performance alignment—ensuring that culture supports strategy rather than undermines it.

Pay structures that attract, retain, and motivate talent—without creating internal inequity, compliance risk, or unsustainable cost growth.

Compensation decisions send powerful signals throughout an organization. When pay structures are inconsistent, unclear, or misaligned with roles and performance expectations, they can quietly erode morale, trust, and retention. Nine22 helps leaders design compensation strategies that are fair, defensible, and aligned with both business goals and growth stage.

As your compensation consultant, I support organizations with:

1. Job architecture and role clarity
2. Market benchmarking and pay range development
3. Internal equity analysis
4. Alignment between performance, accountability, and pay decisions

The goal is not simply to “pay competitively,” but to build compensation systems leaders can explain, employees can understand, and organizations can sustain.

Building the foundational HR infrastructure that growing organizations need—while ensuring compliance and operational practicality.

As companies scale, informal practices give way to the need for clear policies, consistent processes, and documented expectations. HR infrastructure provides the backbone that supports growth, protects the organization, and enables leaders to manage people effectively.

Nine22 helps organizations design and implement core HR infrastructure, including:

1. Employee handbooks and workplace policies
2. Onboarding and employment lifecycle processes
3. Performance management frameworks
4. Compliance alignment with federal and Texas employment law

Rather than creating overly complex or rigid systems, the focus is on building practical frameworks that fit the organization’s size, industry, and operational realities—providing clarity without unnecessary bureaucracy.