HR, People Operations & Management Advisory

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Senior HR support for organizations that need experienced leadership without adding a full-time HR executive.

Includes:

• HR operations oversight 
• employee relations 
• manager support 
• policy and process development 
• hiring and onboarding structure 
• performance management 
• compensation guidance 
• HR vendor coordination 
• executive advisory

Support for sensitive people issues that require judgment, documentation, discretion, and coordination.

Includes:

• employee relations strategy 
• difficult conversations 
• performance concerns 
• investigations support 
• documentation review 
• exit planning 
• severance coordination 
• legal coordination with counsel 
• manager coaching

Practical HR systems for companies that need structure, consistency, and reduced risk.

Includes:

• handbook and policy review 
• onboarding process design 
• employee records and documentation 
• job descriptions 
• HR workflows 
• compliance coordination 
• leave and accommodation process support 
• HR systems and vendor coordination

Frameworks that help leaders make clearer decisions about people, roles, pay, and performance.

Includes:

• performance review design 
• role clarity 
• compensation structure 
• leveling support 
• promotion criteria 
• feedback systems 
• manager expectations 
• talent review support 
• accountability frameworks

Workforce Rewiring™ is DVL’s framework for redesigning how work, roles, accountability, and people systems function when companies are under cost pressure, technology disruption, leadership change, or workforce strain.

Includes:

• role redesign 
• workforce planning 
• lean team structure 
• AI/workforce impact review 
• process simplification 
• manager capacity review 
• ownership mapping 
• restructuring support

Decision Architecture™ is DVL’s approach to clarifying how decisions are made, owned, escalated, documented, and translated into action.

This work is especially useful when leaders are overloaded, managers are unclear, execution is slowing, or ownership is blurred.

Includes:

• decision rights 
• escalation paths 
• accountability structures 
• operating rhythms 
• leadership team workflows 
• management routines 
• execution follow-through