A Straightforward Path to Executive HR Leadership
From First Conversation to Ongoing Support
Our process moves from understanding your organization to implementing the right HR strategy. Timing depends on the engagement, but every stage has a clear purpose and next step.
- 01
Discover the Business
Discuss your strategy, culture, workforce, and immediate HR challenges to determine whether KNS is the right fit.
- 02
Assess the Current State
Review the HR function, internal capabilities, risks, and priorities to identify where executive support can have the greatest impact.
- 03
Select the Engagement Model
Match the need to fractional, interim, or project-based support. Ken recommends the appropriate scope, cadence, priorities, and pricing before work begins.
- 04
Onboard the Engagement
Establish communication channels, meeting schedules, key stakeholders, and immediate priorities to begin work efficiently.
- 05
Implement the Strategy
Turn priorities into action by leading the people agenda, addressing risks, advising executives, guiding change, or strengthening HR, depending on scope.
- 06
Maintain Communication
Stay aligned via meetings, sessions, updates, and direct communication for urgent issues. Priorities stay visible throughout.
- 07
Provide Ongoing Executive Support
Continue providing executive HR leadership as the business evolves. Ken revisits priorities, adjusts the cadence as needed, and remains available for decisions that require a senior perspective.
The Working Relationship
Ken works within your leadership team’s existing rhythm. Support may include standing executive meetings, focused CEO sessions, HR team check-ins, and direct access for time-sensitive decisions.
The cadence is established at kickoff and adjusts as priorities evolve. Ken adapts to your rhythm rather than imposing one.
Match the Engagement to the Moment
Fractional, interim, or project-based. The strategy discussion will point to the right one, and Ken will tell you plainly if the answer is a smaller engagement than you expected.
Fractional Leadership
Ken serves as a recurring, part-time CHRO or Chief People Officer, owns the executive people agenda, and works alongside your internal team and outside providers. This model suits companies that need ongoing executive HR leadership without a full-time hire.
Interim Coverage
Ken temporarily fills an executive HR leadership gap during a departure, leave, search, or organizational transition. The focus is continuity, stabilization, and a structured handoff to the permanent leader.
Project-Based Consulting
Ken addresses a defined priority with an agreed scope and finish line. Projects may include organizational design, HR transformation, compensation strategy, succession planning, or compliance reviews.
What You Can Expect from Every Engagement
Most diagnostic and onboarding phases are completed within one to two weeks, depending on urgency, organizational complexity, and access to key stakeholders.
- Direct work with Ken rather than a junior team
- A written scope and clear pricing agreed upon before work begins
- Honest advice, including difficult recommendations
- Confidential handling of sensitive leadership and personnel matters
- Executive involvement where senior judgment matters
- A cadence that adjusts as your business changes
Executive HR Support That Keeps Pace
Bring senior HR judgment into the moments that cannot wait. Ken stays connected between scheduled sessions for situations such as a sensitive departure, an employee relations issue, or other urgent people-related decisions that require an executive perspective.
Based in the Houston area, KNS provides remote and agreed-upon on-site support for companies nationwide.
Start With a Clear Executive Perspective
Talk with Ken about the people challenges facing your business. The first conversation will clarify your priorities, potential next steps, and whether KNS is the right fit.
Frequently Asked Questions
Quickly, once scope is agreed. The pace of the early steps is largely up to you, and interim situations in particular are often moving within days of the strategy discussion. If your need is urgent, say so in the initial conversation and the process will move at that speed.
That is set in the strategy and pricing discussion, based on what your situation actually requires. Fractional engagements are sized to your needs and revisited as the business changes, so you are never paying for executive time you do not use.
No. Engagements are scoped honestly, and the goal is always to build your organization’s capability rather than create dependency. Engagements continue because the value is clear, not because a contract locks you in.
That is normal, and it is exactly what the process is for. Start with the initial conversation. By the strategy discussion, Ken will recommend the model that fits, and he will tell you plainly if the right answer is smaller than you expected.