Understand where
your organization is.
Plan for where
it's going.
The Roadmap is a structured 4-6 week diagnostic that gives leaders clarity on their people systems and a prioritized plan for what comes next.
.png)
Do any of these sound familiar?
-
Your organization has grown or changed, and the way things are structured doesn't quite fit anymore.
-
You're navigating new technology, a leadership transition, or a shift in how the business operates and you're not sure what your people need to get there with you.
-
Managers are overloaded and the work isn't distributed the way it should be.
-
HR feels reactive rather than strategic and you're not sure what to prioritize first.
-
You have a sense of where you want to go but no clear plan for how to get the people side of things there.
Most organizations reach a point where what they've built needs to become something different. The Roadmap is how we get you there.
Introducing:
The Organizational Needs Assessment
& Roadmap
A structured process to take you from misalignment and uncertainty to clarity and purpose.
​
In just 4–6 weeks, you’ll have a clear, prioritized plan for your organizational systems — along with the option for ongoing support to bring it to life.
What You'll Walk Away With
.png)
Instead of struggling with misalignment, you’ll leave with:​
​
-
Step-by-step plan for the next 12 months, broken into short-, mid-, and long-term priorities, so you know exactly what to do first.
-
Updated or clarified organizational systems that reduce risk and ensure compliance, so you can focus on your mission with confidence.
-
Tangible tools like a hiring toolkit, compensation framework, or performance review process, so your managers and staff have what they need to succeed.
-
Alignment across leadership, staff, and the board — so everyone is moving toward the same purpose.
How it works:
Our process makes the complex simple:​
​
-
Listen & Understand – We interview 3–4 stakeholders to understand your goals and challenges.
-
Review What Exists – We analyze your current documents and systems for gaps and risks.
-
Identify Priorities – We connect the dots between leadership goals, staff needs, and compliance requirements.
-
Design the Roadmap – We deliver a prioritized plan with short-, mid-, and long-term goals.
-
Support Implementation (optional) – We guide your HR team or step in to manage projects, documents, and systems.
​
Case Study: People First (Nonprofit Sector)
People First supports the homeless community across Santa Cruz County by connecting individuals to free services and operating a shelter. Earlier this year, their HR Director left the organization, and with over 100 employees, leadership needed immediate HR support. We were brought in to serve as the interim HR department while also managing the search for a new HR Director.
​
At a time when it could have felt like being thrown into the deep end, we began with a needs assessment. This allowed us to understand the priorities of the leadership team and the organization and to map out a six-month calendar of HR activities. Because we took the time to assess needs first, our work was targeted and effective.
​
During this period, we helped implement a new performance review process, which included self-reflection for staff, training for managers on how to deliver reviews, and structured follow-up throughout the process. The result was greater clarity, accountability, and support for both employees and leaders during a time of transition.
Who is this for (and not for)?
This IS for you if your organization:
-
Is navigating growth, restructuring, a leadership change, or a shift in how you operate
-
Is adding AI or new technology and isn't sure what that means for your team
-
Has people systems that haven't kept up with where the business is going
-
Wants to step back, understand the full picture, and make a clear plan before the next phase
-
Has 10-100 employees
This is NOT for you if your organization:
-
Already has a fully-staffed strategic HR team with a clear plan
-
Is looking for transactional support only, like payroll or benefits administration
-
Needs a quick fix without space to think more carefully about what you're building
​
Case Study: Unraid (Tech Industry)
Unraid is a company that is constantly growing and changing. Priorities shift month to month, and while some activities (like performance reviews) happen annually and are incrementally improved, new needs continually emerge — such as hiring, updating trainings, and revising the employee handbook.
​
This year, leadership recognized the need for a better way to communicate roles and connect pay decisions to skills and levels of responsibility. Through a needs assessment, the path forward became clear: build career ladders and a structured framework for raises, promotions, and employment decisions.
​
The result has been clarity and consistency across the team. Employees now understand how growth is defined, leaders have a framework for decision-making, and the company has a scalable structure to support both current and future growth.
Ready to Move From Misalignment to Purpose?
Most leaders know something needs to change before they can take the next step. The Roadmap is how we figure out what that is together.