Our Services 

Initial Consultation
Largely serving the Nonprofit Industry
since 2015

The best way to learn what WGNinHR Consulting can do for you and/or your business is to schedule time with us. During this complimentary initial consultation, we will work to quickly identify your most pressing needs, key priorities and longer term objectives. These initial consultations are focused, probing and enlightening. Once we agree to work together, we are confident that you'll see measurable results - and that the journey itself will be rewarding.

Advisory Services / Business Coaching

Successfully coached Boards and CEOs through major business reinvention stages

  • Advisor to Boards and CEOs

  • Executive Coaching

  • Individual Coaching

  • Small Group Coaching

Talent Development

Led design  and deployment of first-of-its-kind Leadership Lab to drive new business goals

  • Designing ROI-driven learning and development programs 

  • Facilitating competency-based training programs 
  • Designing leadership development for emerging leaders through seasoned pros


Redesigned entire recruiting function to include new technology, achieving 57% reduction in average vacancy days

  • Defining job profiles; writing job descriptions

  • Reviewing role in context of organizational design

  • Designing streamlined hiring process, including hiring metrics

  • Behavioral interviews and candidate selection

  • Consultation on offer packages

Succession Planning

Achieved 2 to 1 ratio of successors to incumbents for business critical roles​

  • Identifying 'bench' employees as successors for critical roles

  • Assessing talent to understand levels of performance and potential across staff

  • Shaping development plans for successors

Strategic HR Business Partnership
Change Management
Performance Management

Designed first 360 degree performance management program to enhance feedback culture

  • Performance Management program design and roll out

  • Coaching sessions on the 'what' and 'how' of performance

  • Creating a feedback culture

HR Audits

With 100% engagement from stakeholders, led and completed HR audit within 4 months

​Comprehensive audit of all areas of your organization’s HR function. The completed audit will outline existing policies and practices, comparing them to best practices, as applicable. 

HR Policy & Procedures
Compensation Programs

Conceptualized and oversaw the completion of an organization’s first gender pay equity study

  • Defining a market-competitive compensation philosophy

  • Designing base pay and incentive compensation programs

  • Assessing pay equity; determining market adjustments

Benefits Design and Administration

Employed metrics and scorecards to raise the bar on securing competitive, cost-effective benefits program

  • Assessing trends, understanding benefit utilization, assessing options

  • Advising on broker relationships

  • Benefits administration and management of Health and Welfare Plans

Employee Relations (second opinions, coaching, tips and insights)

Successfully navigated the art and science of complex issues, reducing company exposure and improving culture

  • Managing conflicts in the workplace

  • Handling behavioral issues

  • Taking disciplinary action; reviewing options, strategies

  • Terminating employees; negotiating separations

  • Reviewing severance agreements

  • Conducting exit interviews

  • Coaching and counseling on career direction

  • Reviewing resumes, cover letters, elevator pitches

  • Creating job search strategies 

  • Teaching interview skills, mental preparation, external presentation

Other Services, including:
  • Interim HR assignments (for Director/Sr. Manager level and above vacancies)

  • Preparing written communications/scripts/talking points

Partnered seamlessly with Legal teams to update and communicate policies across multiple geographies

  • Full review of employee handbook; related policies

  • Recommendations on revisions to policies, procedures, processes and practices

Served as trailblazer in establishing best-practice Workforce Analytics function

  • Designing business-driven strategies and goals

  • Implementing workforce analytics, using data to make predictions/decisions

  • Advising CEOs/C-Suite/HR/Team Leaders on organizational design structures 

  • Designing and facilitating offsite business retreats to strengthen teams and businesses

​Led OD initiative which raised revenue for the first time from an HR department 

  • Aligning a change management strategy with the overall business direction

  • Supporting managers/ leaders through transformation initiatives 

  • Creating a blueprint for effective and 'sticky' change

  • Leading organizational development initiatives that increase revenue, decrease costs

Past and Current Clients (Partial List)