Your team is your most powerful legacy. Culture shows you in real time whether your're investing in longevity or just the bottom line
Your culture is already revealing your biggest opportunities
Let me explain
You feel ready to hire for people ops but you don't have the budget to support a Full Time headcount
The team works well together but you don't view your team as brand ambassadors
You onboard employees but without a proper system or SOP in place
Hiring feels fluid but doesn't have a framework yet
Does This Sound Like Your business?
You became the example for other companies on how people first doesn't leave the bottom line behind
fear around timing didn't exist because you're already working with the cycles in play
What if -
You never had to think about hiring and onboarding because the frameworks are so solid they can't fail
Tell me more
A strong culture will take you further than a strong bottom line
Mastery creates legacy
Mastery create legacy/ People create legacy / People create legacy / people create legacymecoming
Legacy
Create -
People -
for small businesses -
Fractional people ops Consulting
Your team is your single most valuable asset but also your biggest variable. I bring a senior-level culture strategists experience into your business (on a contractual basis) to help you build the exact framework, systems, and people first support processes that take your best employees to dynamic leaders and brand ambassadors without the need for a full time employee.
This might look like a culture audit, a new proposed onboarding system, a full hiring SOP. The end deliverables will be identified as part of the discovery process and opening proposal.
PRoject Deliverables Received
03
Your company has it's own unique needs. The scope of the project is dependant on what is discussed in the discovery phase of our time together.
Each project will look different
02
Initial call to review the businesses current friction points. This call should be with the CEO and any team member(s) that are relevant to the conversation. In this call we will identify two to three relevant buckets to focus strategic timing efforts on for the 90 day report and establish the relevant timeline for the deliverable.
Discovery Phase + Proposal
01
What's Included:
Amanda s.
client testimonial
First and foremost Alyson's energy is magnetic. She's warm and personable and really wants to get to know everyone on the team. My team loved working with her. She has such a depth of experience in many different fields to pull from. There were countless times where she would share a recommendation that we had never considered at this stage but I'm so grateful she never held back. It felt like a true partnership with someone who cares about the business as much as I do. That is so rare to find in the consulting field. I had never considered business astrology before working with Alyson and I'm honestly surprised that I'm considering what it would look like to have a consulting astrologer on my team moving forward. Alyson's non traditional frameworks were the reason I hired her and they are the reason I will continue to recommend her to fellow small business owners.
Meet your
I specialize in building the human framework behind high performing teams. With almost a decade of experience working in operational leadership for a fortune 100 company and building a department from the ground up at a mid-size tech startup, I've seen firsthand the many ways in which people and culture can accelerate the brands legacy or quietly erode it. I bring both the operational vision and nuanced pattern recognition to support conscious CEOs in building human architecture that actually scales with the bottom line and doesn't hold the business back.
People Operations consultant, Alyson
having fully written SOP's for onboarding, hiring, etc.
Having limited written documentation
COnfident you just found your biggest brand advocates
Second guessing your hiring decisions
A culture that feels exciting and robust
a culture that feels disjointed
What if You Could Go From
your people will carry the business through whatever else happens
If your people strategy is sound
Final Recommendations - Written Report inclusive of all recommended frameworks, systems, and processes
Learning your Company -performing audits, building out the proposed framework and systems
the details
Discovery Phase + Initial Scope of Work Proposal
What's Next
You find yourself holding tight to what you know isn't moving the needle but the flow state never sticks around for more than a couple months at a time
You see the world changing but feel you're business isn't evolving the way it needs to in order to keep up
You started a business because you outgrew the conventional playbooks but still haven't found a playbook that works for your business
You're surrounded by insanely capable people but you definitely hired each to fill a traditional title/role that only captures a fraction of what they bring to the table
You make business decisions strictly based on data regardless of how you feel about the decision
Hires look perfect on paper but don't always feel like the long term culture match you hoped for
if you can say YES to more than 2 of these -
this is for you:
FAQ
How is this different from hiring an hr consultant?
How do I know if this course is for me?
Traditional consultants build compliant systems. I focus on the human architecture - meaning frameworks, hiring processes, culture foundations that shift your team from functioning org chart to an extension of your brands longevity.
How long does a fractional consultant stay on?
WHAT HAPPENS ONCE I PURCHASE?
This varies depending on the scope of the project. Something like a culture audit could take 4-6 weeks while a hiring process or onboarding system upgrade could take 3-6 months. We'll start with a discovery call to detail out your needs and I'll come back with a proposal for review before a final commitment is made.
Do you use astrology to support this work?
Is There a Guarantee?
Yes, it's one of my key differentiators. The companies birth chart can reveal everything from ideal operating culture to leadership styles to optimal timing for key hires and advisors in a way traditional assessments aren't able to. That said Astrology is a part of my process, not the whole process.
What size team or company is this best suited for?
Are there continued support options?
Ideally smaller teams. I find it works best for teams of 5-35 people. This is the sweet spot where culture is still moldable but every hire plays an increasingly important role in how the business grows and expands.
