SERVICES
WORKPLACE INVESTIGATIONS
Independent, impartial investigations of claims of discrimination, harassment, and misconduct
HR STRATEGY & OPERATIONS
Development and delivery of Human Resources specific business strategies to for-profit and non-profit organizations
LEADERSHIP DEVELOPMENT
One-on-one programs with executives focused on development of leadership competencies
WORKPLACE INVESTIGATIONS
Performing timely, impartial, and thorough investigations into allegations of workplace misconduct is key to a company’s managing of risk and compliance matters. Retaining an external independent investigator can be particularly beneficial in cases of serious allegations, or when the allegations are against a high-level manager or executive.
Araceli has conducted numerous investigations for employers into complex, sensitive, and high-profile claims of sexual harassment, discrimination, and retaliation involving senior-level leaders. She has also conducted investigations relating to claims of bullying, toxic work environment, and failure to reasonably accommodate.
Her approach in conducting investigations involves assessing the scope and strategy of the investigation, providing an approximate timeline for the work, and keeping the client informed on the progress. While the specific steps in any investigation may vary, an investigation will generally include interviewing witnesses, reviewing documents and other evidence, and making findings as to what has occurred.
HUMAN RESOURCES STRATEGY & OPERATIONS
Human Resources strategy & operations services cover various areas, as appropriate to a specific organization. Services include:
Managing employee relations matters and associated risks
Audit of wage and hour practices
Review of policies and procedures
Acting as interim CHRO
Consulting and advising on HR matters
Culture and engagement
Change management
Performance management
Employee wellness
Increasing team collaboration and effectiveness
ONE ON ONE LEADERSHIP DEVELOPMENT PROGRAM
Leadership is a skill. Whether it’s a first-time manager, or a senior leader whose role has progressed to managing other leaders, leadership competency is critical for business results and for fostering a workplace culture that supports employees in doing their best work. Today’s work environment is more demanding and dynamic than ever, moving at a rapid pace and requiring flexibility and resiliency to quickly adapt to changing circumstances. Employees look to their managers for guidance and mentoring. Leadership coaching is a valuable tool that companies can offer to support their leaders in developing these important competencies.
In leadership coaching, the focus will be on:
Strategies, systems, and tools for impactful leadership
Heightening awareness and connecting to values
Building collaborative teams and healthy relationships
Cultivating emotional intelligence and regulating emotions
Mastering skilled competencies in communicating
Executive presence
Managing stress, pressure, and overwhelm
Increasing confidence
Managing conflict
A mindset of trust and openness in the process of professional growth is key to transformation. The space created for clients is, on the one hand, safe and judgement-free, and on the other hand, a place of honesty where executives can be challenged on particular views that may be obstructing growth. An engagement may include a 360 assessment in order to further identify areas of development and focus for the program.