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After more than 20 years of progressively complex human resources experience, Karen left the world of in-house leadership to become an independent human resources and organization development consultant for startups and organizations needing outside expertise or fractional support. Karen focuses on strategically building HR infrastructure for equity and is especially skilled in performance management, including designing tailored exit strategies for those who no longer fit business objectives. Karen has a master’s degree in organization development, the Senior Professional in Human Resources (SPHR) certification, and taught “Introduction to Human Capital Analytics” for the University of California-Berkeley Extension’s Human Resources Certificate. Specialties include: - Succession planning - “Addition by subtraction,” strengthening teams by selective offboarding - Developing equitable human resources policies and procedures for organizations focused on diversity and inclusion - Organization structure alignment to mission and vision - Affirmative Action and EEO compliance

Executive Human Resources furthers racial justice, equity, diversity, and inclusion by collaboratively designing and implementing equitable human resources policies and procedures that address systemic biases and promote equitable, fair, and transparent decision-making across the employee lifecycle. I support organizations to ensure these policies are data-informed, regularly audited for disparate impact, and continuously improved based on measurable outcomes related to representation, belonging, and equitable experiences for all employees. Executive Human Resources practices cultural competency by: - Collaborative design: I engage stakeholders (cross-functional/employees from all organizational levels and units) when designing and implementing HR policies and procedures. I partner with outside experts when it benefits my clients. - Addressing systemic bias: I aim to identify and address biases embedded within existing or historical HR policies and procedures. I understand that cultural norms and historical inequities can create unintentional barriers and disadvantages. - Data-informed decision making: I use data to inform the development and evaluation of HR policies and procedures, including analyzing disparate impact.

I charge a transparent $350/hour. In my proposal, I estimate the number of hours it will take to complete a project (or projects). If I use fewer hours than estimated, my clients do not pay more. If the project takes more time than anticipated, I provide all work product up to an agreed upon stopping point and estimate the number of additional hours needed. Many of my clients aren’t project-based and use my services to support leadership and human resources departments continuously by having set, regularly scheduled meetings.