YOUR BUSINESS HAS GROWN...
...BUT HAVE YOUR PEOPLE SYSTEMS KEPT UP?
When roles, teams, locations, and expectations change but your HR systems don't, you face consequences in turnover, performance decline, recurring employee issues, compliance exposure, and preventable risk.
We help people-dependent service businesses align their HR infrastructure and people systems with how the organization operates today.
OUR EXPERTISE HAS BEEN FEATURED IN:
Where Outdated People Systems Begin to Show...
HR Processes No Longer Reflect How Work Happens
Your workforce, locations, roles, or service model have changed, but employees are still working within expectations and processes created for an earlier version of the business.
Workforce Issues are Handled Reactively
Immediate requests, documentation, and putting out fires as they come up prevent proactive response through repeatable systems that don't exist.
Similar Situations Produce Different Decisions
Attendance, performance, conduct, flexibility, and employee concerns are handled differently depending on the manager, department, or location.
Accountability is Hard to Enforce Consistently
Roles, decision authority, performance expectations, and escalation paths are not clear enough to support reliable follow-through across the organization.
Leadership Keeps Revisiting the Same People Problems
The names and circumstances may change, but recurring workforce issues continue consuming leadership time because the underlying system has not been addressed.
Employees Experience Gaps in the Employee Lifecycle
Hiring, onboarding, feedback, development, recognition, and issue resolution don't operate as a connected experience, diminishing trust and retention over time.
These may look like isolated HR issues, but together they signal that core people systems no longer fit how the business operates today.
Outdated people systems create operational consequences.
PREVENTABLE WORKFORCE RISK
Inconsistent documentation, unclear accountability, outdated practices, and uneven application of expectations increase exposure.
UNRELIABLE
EXECUTION
When departments and locations interpret expectations differently, service quality and operational consistency suffer.
DIMINISHED EMPLOYEE TRUST & RETENTION
Employees are less likely to remain engaged when expectations, feedback, advancement, recognition, and issue resolution depend on where they work or who manages them.
Your people systems should be designed around how your business actually operates.
We connect operational friction to the HR practices behind it, then redesign the core processes affecting risk, performance, retention, and leadership capacity.
REDUCE RISK
Strengthen practices that have become unclear, outdated, or inconsistently applied.
RETAIN CRITICAL TALENT
Create a more reliable experience across onboarding, feedback, development, recognition, and support.
IMPROVE EXECUTION
Give employees and managers the structure needed to perform consistently.
RECOVER LEADERSHIP CAPACITY
Reduce the time leaders spend resolving recurring workforce problems.
Start by Identifying What
No Longer Fits
Every engagement begins with a People Systems Fit Audit. From there, we can partner with you to redesign the priority systems and provide ongoing advisory as the organization continues to evolve.
People Systems
Fit Audit
A structured audit of the core HR processes shaping employee experience, performance, consistency and risk. Leadership receives clear findings, organizational consequences and the 2-3 systems that should be addressed first.
Fixed-Length Implementation Engagements
Redesign and implement the 2-3 HR systems creating the greatest organizational consequences, while equipping leaders and managers to apply the new practices consistently.
Organizational Development Advisory Retainers
Provide ongoing fractional OD guidance as new workforce challenges emerge and the organization continues evolving.
Why Work with Our Firm?
Hi, I'm Kenyetta! I’ve Been Inside The Problems You're Facing.
I’ve worked inside organizations where HR processes existed, but no longer matched how employees, managers and leaders actually worked. The result was inconsistent experiences, recurring employee issues, delayed performance conversations and leaders repeatedly addressing problems the existing systems should have prevented.
Before founding Simmons HR & Talent Advisory, I spent 13+ years leading org development, HR, and leadership initiatives at some of the most mission-driven, people-powered companies out there, including Zendesk, Elevance Health, SGMC Health, the University of Georgia, and Onshore Outsourcing.
The Difference the Right Organizational Systems Can Make
See how we used an organizational diagnostic to identify gaps in accountability, performance management, employee relations and leadership development. Then we implemented systems that helped ownership reclaim approximately 8-10 hours per week.
