HR Operations
Hagan HR Consulting helps organizations build, repair, optimize, or temporarily lead the HR function. Engagements can range from a discrete operational project to hands-on executive leadership of the entire function.
Scope is tailored to your organization, not forced into a preset package.
Senior-level CHRO and HR Director support without immediately adding a full-time executive. This covers executive advising, HR team leadership, employee and labor relations, workforce strategy, and leadership through transition, growth, or restructuring.
Build HR from the ground up, or redesign a function that has outgrown its systems. This covers structure, staffing, roles, workflows, policies, onboarding, performance systems, manager tools, and HR technology selection.
Operational reviews that find risk, process gaps, and inconsistent practices before they become problems. Reviews cover files, policies, classifications, wage and hour practices, leave processes, investigations, and recordkeeping.
Experienced judgment for difficult employee situations, including performance, conduct, discipline, conflict, sensitive terminations, and executive-level matters.
Collective bargaining, first- and second-chair negotiation support, contract interpretation, grievance administration, arbitration and mediation preparation, and manager training.
Handbooks, policies, SOPs, and manager guidance written for the organization that will actually use them.
Accountability without bureaucracy. This covers performance system design, goals, competencies, evaluations, calibration, improvement plans, and manager training.
Consistent, documented, manageable processes for FMLA, ADA, state leave, the interactive process, and return to work.
Clear roles and defensible structure. This covers job descriptions, job architecture, leveling, classification, pay ranges, internal equity, and exempt/nonexempt review.
Fix the process before adding another tool. This covers workflow mapping, HRIS, ATS, and LMS selection, case management, documentation systems, and HR metrics.
Amy Hagan has repeatedly been responsible for the entire HR function, from strategy through execution. She has built HR departments from the ground up, redesigned existing functions, implemented HRIS and learning systems, negotiated collective bargaining agreements, and coached senior leaders through difficult decisions. She brings that hands-on experience to every engagement.
CEOs, COOs, and founders who need senior HR leadership. Growing and private-equity-backed organizations whose HR function has not kept pace. Public agencies and established employers that need HR stabilized, strengthened, or temporarily led.
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