Led by a practitioner who has run the HR function — and the corporate services — of an Ontario public-sector organization: bargaining with two unions, through a pandemic, into a merger.
MBACHECECCCMPCTMPRotman AI for Business
Senior HR leadership — without the full-time seat. A stretched team, a leadership vacancy, a labour file heating up, a merger to harmonize, or simply a season with more people-work than people.
This practice takes on that season: help that already speaks your language — board cycles, union environments, funding realities — so the first month is spent solving the problem, not explaining your world.
Led by a practitioner who has run the HR function — and the corporate services — of an Ontario public-sector organization: bargaining with two unions, through a pandemic, into a merger.
Defined projects or standing counsel — each with a clear finish line, structured to fit public-sector procurement.
Building, refreshing, or consolidating policy frameworks — from a single difficult policy to full post-merger harmonization — sequenced by risk and written board-ready.
Preparing leadership for bargaining and healthier day-to-day union relationships — strategy, positioning, and coaching for the people at the table.
Performance management, recruitment and retention, onboarding, engagement — practical builds your team can run long after the engagement ends.
Structure reviews that start from the mandate, not the incumbents — with honest advice about the trade-offs no template will name.
Mentoring HR staff through real deliverables — so the capacity gained doesn't leave when the engagement ends.
Putting AI to work in the people function without putting people's records at risk — use-case selection, privacy guardrails, and training.
Part-week executive coverage of the HR function during a vacancy or transition — remote by default, on-site by design.
Not sure which shape fits? That's what the first call is for.
Book a Discovery CallWorking sessions, steering check-ins, and deliverables run by video and shared documents. On-site days are scheduled where they matter — bargaining, launches, team sessions — not spent in a borrowed office.
Fixed-scope projects with a clear finish line, or a monthly advisory retainer for standing senior counsel plus project delivery. Structured to fit public-sector procurement.
One or two organizations at a time. The work is done by the practice's principal — not a bench of juniors learning on your file.
Part of how a senior solo practice delivers at the pace and price it does: AI is used deliberately in drafting and analysis — and disclosed, out loud, which most consultancies won't do. And here is what should make you comfortable before we ever discuss it: most of this work never touches a personal record at all. Policies, structures, and programs are built from frameworks and legislation — not from personnel files.
Your engagement letter states exactly where AI assists the work and where it doesn't. No quiet shortcuts — you always know how your deliverables are produced.
Where employee information is ever needed, it is de-identified before any tool sees it — or it stays out of AI entirely. Nothing enters a tool that trains on it; work runs in enterprise-grade tools with training disabled, under your organization's own privacy rules.
AI drafts; experience decides. Every recommendation and every document is reviewed, tested against two decades of practice, and signed with accountability — nothing reaches you unread.
If you're looking for an outsourced HR helpdesk, this isn't it — and you'll hear that on the first call. If you need senior hands on hard people-work, we should talk.
Thirty minutes to hear what you're navigating — and an honest answer about whether, and how, this practice can help.
Book a Discovery Call Prefer email? david@humancapitaldevelopment.ca · Or share the one-page overview (PDF) internally.