HR Systems, Operations and Transformation
The HR workstream of the implementation, owned by someone who has done it before.
Requirements, workflow, decision rights, testing, vendor coordination, adoption, AI tool evaluation, and human review. The HRER owns the HR workstream so the system, and any AI inside it, fits the way your organization actually makes people decisions, from onboarding to offboarding.
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What we lead
HR workstream ownership for implementations.
Platforms get configured by vendors and IT. What they cannot do is decide how intake should work, who owns which decision, what the manager sees, what gets escalated, and what a person must review before the system acts. That is the HR workstream, and it is where implementations succeed or quietly fail.
LeShanda has owned that workstream for HRIS, employee relations case management, leave administration, and benefits platforms, including HR Acuity, ServiceNow, Workday, Sparrow, and Unum, among others.
- Requirements and workflow design that reflect how cases, leaves, and people decisions really move, including where AI drafts, summarizes, or flags.
- Decision rights and governance for what the system automates and what a person owns.
- Testing, vendor coordination, and go live from the HR seat.
- Adoption for managers and HR teams, including the escalation habits that make the tool work.
- Employee lifecycle operations: onboarding, role changes, offboarding, and the handoffs between HR, IT, payroll, and managers, designed so nothing depends on memory.
- Leaves and accommodations process design alongside the platform.
- Human review built into any step that uses AI to draft, summarize, or flag.
Responsible AI and workforce impact
Decide what technology should handle, and where a person must review.
We assess how AI and automation are changing roles, workload, manager responsibilities, employee experience, and workforce decisions. Then we help define what technology should handle, where human review is required, and how the organization will monitor impact over time.
The same lens applies to workforce data. Case, leave, performance, and exit data can surface emerging patterns and potential hotspots earlier. Experienced judgment decides what it means and what to do.
Organizational change and development
People centered guidance for organizations moving through growth, restructuring, leadership transitions, operating model changes, or new ways of working. Change readiness, leadership alignment, manager enablement, communication planning, and the structure that keeps the organization performing while the change happens.
Investment
Four ways to engage. Start with the one that fits.
Assessment
HR Operations, Systems, or AI and Workforce Impact Assessment
A defined assessment and recommendations engagement. It reviews what is happening across your systems, employee lifecycle operations, and AI use, identifies gaps, and prioritizes what to fix first.
Assessment Starting at $1,500
The $1,500 is credited toward the implementation cost if you sign an implementation engagement with The HRER.
Discuss an AssessmentOrganizational change
Organizational Change Assessment or Initial Advisory Project
An initial assessment or defined project for growth, restructuring, a leadership transition, an AI driven change in how work gets done, or a change in operating model.
Initial project Starting at $2,000
Larger change management engagements by custom proposal.
Discuss a Change ProjectImplementation
Implementations and Transformation Programs
HR workstream ownership for an HRIS, case management, leave, benefits, or AI tool implementation, plus employee lifecycle redesign and larger transformation programs.
Scope based Custom proposal
Scoped by platform, number of workflows, timeline, and the level of ownership you need from the HR seat.
Discuss an ImplementationManager enablement
Workshops and Manager Enablement
Difficult conversations, managing performance, corrective action, leading through change and AI adoption, and using workforce data well. Built for the managers who create most of the volume HR sees.
LeShanda is a certified coach, so these sessions run on practice and feedback, not slides. Managers rehearse the actual conversation, get coached in the room, and leave able to hold it themselves, which means fewer escalations and cleaner documentation for HR.
Focused workshop Custom Proposal
Half day workshop is also available. Manager enablement series and custom programs by proposal.
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