Protocols and guides
I've built this library over 20 years of practice. Protocols are the working systems I use myself, built for you to run the same way. Every piece here comes from real work I've done across my career, not from a slide.
The full library
Bundles, IV Pillars toolkits, interactive protocols, and Survival Guides I've built across twenty years in HR. Some hand a system to your team, some hand the system to you, all of it comes from real work, not a template.
My core HR framework: four pillars covering hiring, performance, leadership structure, and protection, twenty-one modules total. Each module opens as an interactive workbook with a matching participant guide and instructor guide.
Best for HR leaders and business owners who want the complete system, not just one piece of it.
All 8 interactive protocols, the backbone of a defensible HR operation: termination, RIF, investigations, compensation, benefits, FMLA/ADA, leave, and performance, each with its fill-in workbook and start-here guide.
Best for practitioners who want the complete system for the high-risk moments, ready to run.
All four Survival Guides, Manager's, Employee's, Executive's, and HR Professional's, so whoever you're talking to at work has the guide written for their seat. Bought separately these run $116.
Best for business owners and HR leaders who want the whole organization working from the same playbook.
Pillar I of IV
The complete hiring system: defining the role, building the job description, running the interview, deciding the hire, structuring the offer, and activating the new hire. Six modules.
Best for HR practitioners and hiring managers who want a repeatable hiring process.
Pillar II of IV
Performance management rebuilt around what actually drives performance day to day: setting expectations, delivering feedback, correcting performance, making the decision, and building capability. Five modules.
Best for HR leaders and people managers who need a performance process that holds up.
Pillar III of IV
Building org structure and decision rights on purpose instead of by accident: designing the structure, clarifying decisions, aligning leaders, structuring capacity, and strengthening teams. Five modules.
Best for founders and executives scaling past the point where informal structure works.
Pillar IV of IV
Getting ahead of compliance risk instead of reacting to it: architecting policy, documenting thoroughly, mitigating risk, managing crisis, and governing compliance. Five modules.
Best for HR leaders and business owners who want to get ahead of compliance risk.
Technical workbooks for the serious end of HR work: comp architecture, RIFs, investigations. Each one opens as an interactive tool that fills in and auto-calculates as you go, phase-gated so you can't skip ahead of the work.
Audit what you have, set the budget and subsidy philosophy on purpose, and run a real carrier and broker selection instead of rubber-stamping the incumbent. Seven phases from first audit through year-over-year governance.
Best for anyone who owns benefits strategy and design, not just enrollment administration.
Build pay bands and job levels from scratch, phase by phase. Enter your roles and the tool calculates your ranges and flags gaps as you go, instead of you doing it by hand in a spreadsheet.
Best for anyone building comp structure for the first time, or fixing one that grew without a plan.
A decision tree for leave and accommodation requests, so whoever handles the request next month makes the same call you would. Walks through eligibility, the interactive process, and documentation at each step.
Best for HR or managers who field leave and accommodation requests.
The exact phase-gated sequence I run for a workplace investigation: intake, interviews, evidence, findings, with a fillable case file that tracks every step as you go.
Best for HR running an investigation without a template to start from.
Track every leave request against the deadlines that actually matter: FMLA windows, state leave, ADA timing, in one interactive log instead of scattered emails.
Best for anyone administering leave across more than a handful of employees.
Design a performance system your managers will actually use, phase by phase, instead of bolting a review form onto a broken process.
Best for building or rebuilding a performance system from the ground up.
The legally defensible sequence for planning and executing a RIF: selection criteria, disparate-impact check, notice requirements, worked through before a single conversation happens.
Best for leadership planning a reduction in force.
Work through the decision, the documentation, and the actual conversation script before you ever schedule the meeting.
Best for a specific termination you're already facing.
11 chapters of scripts, decision guides, and checklists for hiring, hard conversations, documentation, and terminations, built from 20 years of VP-level HR experience.
What to do when HR isn't in the room.
12 chapters of scripts, decision guides, and checklists for hiring, performance, your handbook, employment law, and a full chapter on hourly pay, overtime, and scheduling rights most guides skip, built from 20 years of HR experience.
What to know before you need to know it.
13 chapters covering hiring your team, working with HR, compensation and equity, terminations at your level, personal legal exposure, and managing the board, including a full chapter on what a good HR partnership actually looks like.
What they don't cover in any leadership training.
13 chapters of scripts, decision guides, and checklists for the calls HR itself has to make, documentation, investigations, leave, terminations, and defending your decisions to leadership, built from 20 years of VP-level HR experience.
What to do when it lands on your desk.
Most workplace disasters aren't surprises: the toxic manager, the disengaged employee, the culture problem everyone ignored. Twenty years of real HR stories, told straight, that show what leaders missed and what better leaders do differently.
Real stories. Hard lessons. Better leaders.
Get started
I respond within one business day.