Organizational performance infrastructure for the stage you’re actually in.
You built the product. You closed the deals. You hired the people. Now you need the systems that make sure those people don’t become the thing that slows you down.
Serving U.S. companies and LATAM businesses expanding into the American market. Full support in English, Spanish, and Portuguese.
Every engagement starts with the Organizational Performance Assessment™.
Before we propose anything, we learn your organization. The OPA is a proprietary diagnostic that adapts its questions to your company’s size, industry, regulatory profile, and geographic footprint. Five scored dimensions. Written findings calibrated to your stage. A prioritized roadmap you can act on immediately.
Compliance Exposure
Where are you legally vulnerable right now? Multi-state requirements, classification risks, documentation gaps, and regulatory obligations that could become expensive overnight.
Leadership Capacity
Can your managers handle 80% of people issues without it landing on your desk? Most can’t. We measure the gap and close it.
Systems Infrastructure
Do the documented processes exist to support your next phase of growth? If they’re in someone’s head instead of a playbook, they’re a liability.
Culture Integrity
Is your actual operating culture aligned with what your leadership team believes it is? Misalignment here drives quiet turnover and erodes the trust that makes good teams stay.
Change Readiness
AI adoption, workforce restructuring, market shifts. How equipped is your organization to absorb disruption without breaking?
What makes this different from every other diagnostic on the market
- Adaptive intelligenceA 20-person tech startup answers different questions than an 80-person government contractor across six states. The risks are different. The assessment reflects that.
- Headcount-calibratedA founder with 18 employees gets asked about I-9 readiness and founder dependency. A COO with 120 gets asked about performance calibration and organizational design maturity.
- 261 per-answer diagnostic flagsThe report doesn’t just tell you your score is low. It tells you exactly what that specific answer means for your specific business, and why it matters.
What you walk away with
- Industry-specific findingsDeeply researched questions for tech, professional services, and government contracting that surface risks you haven’t considered.
- Written findings, not just numbers20 dimension-level narratives, each calibrated to your exact classification. A company scored Critical reads a different report than one scored Developing.
- First 90-Day RoadmapThree phases mapped to your lowest-scoring dimensions. Not recommendations. A sequenced plan.
Six frameworks. One operating system built for speed.
Traditional HR runs on annual cycles. Annual reviews. Annual compliance checks. Annual surveys. It is fundamentally incompatible with the pace of a scaling business. Our methodology replaces it with 90-day iterative cycles, servant-leader management, and a relentless focus on removing the organizational impediments that cost you revenue, time, and people.
All frameworks are proprietary intellectual property of Performance HR Partners. © 2026 GFL Consulting LLC. Frameworks are deployed as an integrated system, not as standalone tools.
Four steps to a functioning people operation.
We don’t propose anything until we understand what you actually need. The diagnostic comes first.
You take the Organizational Performance Assessment™. In 8 to 12 minutes, you receive a personalized diagnostic report across five dimensions, specific to your company size, industry, and regulatory profile.
We review your results together. This isn’t a sales call. It’s a diagnostic conversation. We walk through the findings, surface any gaps the report opened up, and establish what the organization actually needs.
We present a scoped engagement based on what the assessment revealed. Not a generic package. The scope, timeline, and investment reflect your specific risk profile and growth stage.
We build, implement, and install. You get a functioning people operation, not a binder of recommendations. Deliverables are concrete. The infrastructure runs without us when the engagement ends.
The right level of partnership for where your company is now.
Every engagement is scoped to your organization’s stage, risk profile, and growth horizon. Every engagement begins with the diagnostic.
Scroll to compare all service tiers →
| People Risk SnapshotEntry Point | People Foundations15–50 Employees | ★ SignatureFractional HR Partner25–150 Employees | Scale Infrastructure40–150 Employees | ★ PremiumFractional CPO50–150 Employees | Project-Based WorkAny Size | |
|---|---|---|---|---|---|---|
| Diagnostic & Strategy | ||||||
| Organizational Performance Assessment™ | ✓ | ✓ | ✓ | ✓ | ✓ | ✓ |
| Written Risk Analysis & Action Plan | ✓ | ✓ | ✓ | ✓ | ✓ | — |
| Monthly People Roadmap | — | — | ✓ | ✓ | ✓ | — |
| Board-Ready People Reporting | — | — | — | — | ✓ | — |
| Compliance & Documentation | ||||||
| Compliance Exposure Summary | ✓ | ✓ | ✓ | ✓ | ✓ | By scope |
| Custom Employee Handbook | — | ✓ | ✓ | ✓ | ✓ | By scope |
| Multi-State Compliance Architecture | — | — | ✓ | ✓ | ✓ | By scope |
| Ongoing Compliance Tracking | — | — | ✓ | ✓ | ✓ | — |
| People Systems & Infrastructure | ||||||
| Onboarding Architecture | — | ✓ | ✓ | ✓ | ✓ | By scope |
| Performance Management System | — | — | ✓ | ✓ | ✓ | By scope |
| Compensation Strategy & Pay Bands | — | — | Guidance | Full build | Full build | By scope |
| HRIS / ATS Implementation | — | — | — | ✓ | ✓ | — |
| Organizational Design & Succession | — | — | — | ✓ | ✓ | — |
| Leadership & Manager Enablement | ||||||
| Manager Documentation Toolkit | — | ✓ | ✓ | ✓ | ✓ | — |
| Manager Training Sessions | — | 1 session | 2 per year | Quarterly | 6 per year | — |
| Ongoing Manager Coaching | — | — | ✓ | ✓ | ✓ | — |
| Executive Coaching | — | — | — | — | ✓ | — |
| Advisory Access | ||||||
| Strategy Sessions | 60 min | As needed | Weekly / biweekly | Weekly | C-suite integrated | Scoped |
| Post-Delivery Support | 30 days | 90 days | 6 months | 12 months | 14 days | |
| Discount on Project Work | — | — | 20% off | Included | Included | — |
| Timeline & Investment | ||||||
| Engagement Duration | 4 weeks | 90–120 days | Monthly retainer | 20 weeks | By scope | By scope |
| Starting at | $1,500one-time | $7,500one-time | $3,500/month | $22,000one-time | $8,500/month | By scope |
| Start Here | Start Here | Start Here | Start Here | Start Here | Let’s Talk | |
Expert analysis of your OPA results with a written action plan and 90-day roadmap. The clearest picture of where you stand before committing to a full engagement.
Who This Is For
Companies that have taken the OPA and want expert analysis before committing to a larger engagement. The first yes. Low commitment. High signal.
What Gets Delivered
- OPA results reviewed and expanded by Gabriella personally
- Written analysis of top risk areas with prioritized recommendations
- Compliance exposure summary
- 90-day sequenced action roadmap
- 60-minute strategy call to walk through findings
- Follow-up email with resources and next steps
What Changes
You walk away knowing what to fix first, what can wait, and what is actually urgent. Most leaders say this is the first time anyone has mapped their people risks in business language they can act on.
Stop operating on institutional memory. Get it documented, compliant, and off your plate.
Who This Is For
Companies with 15–50 employees without structured HR systems, or running on templates that were last reviewed when the company had eight people. The informal infrastructure is showing its cracks.
What Gets Delivered
- Federal and state compliance scan with prioritized risk roadmap
- Custom employee handbook built for your actual operations
- Onboarding architecture from Day 1 through 90-day milestones
- Manager documentation toolkit with templates, incident logs, feedback scripts
- One manager training session
- 30 days of post-delivery support
What Changes
Leaders recover 2–5 hours a week within 45 days. Managers follow a process instead of guessing. Compliance gaps become documented and resolved before they become a problem.
Your embedded organizational performance strategist. Strategic HR leadership built into your leadership rhythm, without the cost or commitment of a full-time hire.
Who This Is For
Companies with 25–150 employees that are growing, multi-state, or facing ongoing people complexity. You need someone who can own the people strategy, show up to leadership meetings, and build systems that scale with you.
What Gets Delivered
- Strategic CHRO-level leadership with a monthly people roadmap
- Semi-monthly advisory sessions built into your calendar
- Manager enablement: ongoing coaching, decision frameworks, 2 trainings per year
- People systems built on quarterly priorities: performance, compensation guidance, hiring infrastructure
- Multi-state compliance tracking and employee relations risk mitigation
- 20% discount on all project-based work
What Changes
Leaders reclaim 5–10 hours a week. Managers resolve 80–90% of people issues independently. A predictable, scalable HR function within 90 days.
The full organizational buildout for companies that need to scale with precision, not improvisation.
Who This Is For
Companies with 40–150 employees preparing to scale rapidly, go multi-state, enter new markets, or hire at volume. The next stage demands infrastructure that can absorb complexity without breaking.
What Gets Delivered
- Full HRIS/ATS implementation
- Compensation strategy with benchmarking, pay bands, and leveling
- Full performance and talent infrastructure: cycle design, calibration, talent review
- Organizational design: role clarity, succession pathways, future state planning
- Multi-state compliance architecture
- Bi-monthly leadership workshops and manager office hours
What Changes
A fully documented HR infrastructure capable of supporting aggressive growth. Measurable reduction in turnover drivers within 90 days. A leadership team aligned on expectations, performance, and accountability.
Executive-level people leadership for companies where the people function is a board-level conversation.
Who This Is For
Companies with 50–150 employees where the CEO or board needs a strategic partner at the executive table. For organizations where people strategy directly impacts valuation, investor confidence, or market entry.
What Gets Delivered
- Full C-suite integration: board and leadership meeting attendance
- Organizational design, succession planning, compensation architecture
- Board-ready people reporting and analytics
- Executive coaching for the leadership team
- Strategic oversight of all people operations
- Quarterly organizational health reviews
What Changes
The people function becomes a strategic business lever visible at the board level. Leadership decisions are informed by real people data. The organization operates with the infrastructure institutional investors and acquirers expect to see.
Not every company needs a full infrastructure overhaul. Some need one thing done right. We scope it, build it, and hand it over.
Who This Is For
Founders who need one or two things fixed with precision, without a full retainer. You know the gap. You need someone who can close it cleanly and move on.
Common Projects
- Employee handbook and policy build
- Compensation architecture and pay band design
- Performance management system
- Multi-state compliance audit and remediation
- Hiring and onboarding infrastructure
- Manager documentation toolkit
What Changes
One specific gap, closed. A deliverable that holds up to scrutiny, complies with current law, and doesn’t need to be redone in 18 months. No retainer required. No long-term commitment.
Industry-specific people infrastructure.
Government Contractors
OFCCP reporting. FAR compliance. Affirmative action plans. Security clearance workforce considerations. If your company holds federal contracts, your people operations are held to a standard most HR generalists have never worked in. We speak the language and have built infrastructure for companies operating inside that regulatory environment.
Tech Startups
Multi-state remote compliance, worker classification, equity and comp scaling, rapid headcount growth. The compliance risks that come with distributed teams and fast hiring are specific and expensive. We build systems that keep pace with how tech companies actually operate.
Professional Services
Partner/employee dynamics, scaling without losing firm identity, knowledge transfer, billable culture. Growing a professional services firm without eroding what made it work in the first place requires people systems built for that specific tension.
LATAM U.S. Market Entry
Your first American hire is the beginning of an entirely new compliance and cultural landscape. Multi-state employment law, at-will doctrine, benefits architecture, worker classification. None of it works the way it does in Buenos Aires, São Paulo, or Bogotá.
We serve LATAM companies from the first U.S. hire through full-scale American operations. Trilingual. Culturally fluent. No other fractional HR firm in the U.S. serves this market the way we do.
Every engagement starts with a diagnostic.
We learn your organization before we propose anything. Take the Organizational Performance Assessment™ and arrive at our first conversation already knowing where you stand.
Take the Free Assessment →