Scenario A:  The Human Resource Manager of a Fortune 5 company departed on a 9 month leave of absence. 

Response:  The need for a superbly-skilled, exceedingly competent albeit temporary HRM who could keep things running smoothly in the absence of the top manager wasn't just important, but mandated. 

Proposition: Can a Fortune 5 company identify a senior skill set with management-level insight and have that professional step in to fill the void on a near-term basis?

Action:  Through HR OptIn, a seasoned HRM veteran was sourced, briefed and hit the ground running for two 2 days per week over a  9 month period.  Stepping in seamlessly, the consultant demonstrated the necessary initiative and continuity of communication and direction to fill the void.

Scenario B:  A small company poised for growth had reached the point in their organizational lifecycle where they needed an HRM on staff.

Response:  Define not only the scope of the operational requirement but determine the level as full or part time and evaluate the contingency of a gradual phase-in.

Proposition:  Can an HR Manager be brought into a growing organization through a managed, transitional approach?

Response:  HR OptIn was called upon to provide flexible, part-time HRG support professionally guiding the company through what they needed to do and to know from an HR perspective.