Services

Executive HR Leadership, Scoped to What You Actually Need

Three core service areas built on 18 years of enterprise healthcare HR experience. Every engagement led directly by the founder — no handoffs, no junior consultants.

01
Strategy

HR Strategy & Advisory

Compensation architecture, multi-state compliance, workforce planning, and organizational development built to scale. This is the work most organizations need and most consultants can't deliver at an enterprise level.

Intersect HR brings the same frameworks used to design the first proprietary compensation structure for an enterprise-scale healthcare organization across 20+ states — right-sized for where your organization is today.

Typical Engagements Include

  • Compensation structure design and pay range architecture
  • Multi-state compliance assessment and remediation (IL, CO, CA, PA and beyond)
  • Pay transparency compliance planning and implementation
  • Workforce planning and headcount modeling
  • Organizational design and restructuring support
  • Total rewards strategy and benefits benchmarking
  • HR policy development and multi-state handbook creation
  • M&A HR integration planning and workforce restructuring
02
Systems

HR Systems Implementation

Most HR systems underperform not because of the technology — but because implementation is led by people who don't understand HR operations. Intersect HR brings both: systems depth and the operational context to configure platforms that actually work for your teams.

Hands-on experience with Greenhouse, Viventium, HomeCare HomeBase, iCims, Taleo, bSwift, and more — including LMS assessment and optimization.

Typical Engagements Include

  • HRIS assessment and vendor selection support
  • ATS implementation — Greenhouse, iCims, Taleo
  • Payroll and benefits platform configuration (Viventium, bSwift)
  • Onboarding and offboarding workflow optimization
  • HR tech stack integration and data integrity review
  • Reporting infrastructure and people analytics setup
  • LMS assessment and optimization
  • Credentialing and compliance system optimization
03
Leadership

Fractional CHRO & People Ops

Executive-level HR leadership scoped to your organization's needs and timeline. A strategic partnership defined by outcomes — not by hours or a retainer structure.

Designed for organizations navigating a critical inflection point: rapid growth, a leadership transition, a systems overhaul, or the absence of internal HR capability at the right level.

Typical Engagements Include

  • Interim CHRO or VP HR coverage during leadership transitions
  • Board and executive team participation on people strategy
  • HR function build-out from early infrastructure to scale
  • Talent acquisition strategy and TA team leadership
  • Culture alignment and employee engagement frameworks
  • Succession planning and leadership development
  • HR due diligence for PE-backed or acquisition scenarios
  • Workforce restructuring during merger or acquisition activity

How We Work

Engagements Built Around Outcomes

Every engagement is scoped to a defined outcome so you know what you're getting before work begins.

Project-Based

Defined scope, defined deliverables, defined timeline. Ideal for compensation redesigns, systems implementations, compliance remediation, and handbook development.

Advisory Engagements

Strategic consultation on a defined topic — compensation benchmarking, vendor selection, org design. Structured as a bounded engagement with clear outputs.

Fractional Leadership

Interim or part-time executive HR presence scoped by project milestones. Strategic value without the commitment of a full-time hire.

Industries Served

Deep Experience Where It Matters

Hospice & Palliative Care

Multi-state operations, caregiver workforce dynamics, compliance-first HR infrastructure, and culture-building that sustains high-turnover-risk clinical teams.

Rehabilitation & Therapy Services

Contracted therapy organizations, credentialing complexity, multi-state independent contractor compliance, and clinician recruitment and retention.

Home Health & Community Care

HomeCare HomeBase experience, field workforce management, and HR infrastructure for distributed clinical teams across multiple markets.

Public Health & Government Adjacent

FQHC and public health district experience including large-scale greenfield hiring initiatives, job architecture, and ACA compliance at organizational scale.

Growth-Stage & PE-Backed Companies

HR infrastructure build-outs, compensation frameworks, and people operations for organizations scaling past 250 employees and preparing for institutional scrutiny.

Organizations in Transition

Mergers, acquisitions, leadership changes, and market expansions. Senior HR partnership when the stakes are highest and the margin for error is lowest.

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