HR OPERATIONS
Advisory, infrastructure, and capability-building services for managing employee relations effectively. We help companies build the frameworks, train the managers, and navigate the situations — so ER issues are handled consistently and proactively, not reactively and inconsistently.
When every employee issue becomes a crisis
A manager has been avoiding a performance conversation for six months and now wants to terminate someone — with no documentation. Two employees have a conflict that’s poisoning the entire team and nobody knows how to address it. An HR generalist gets a complaint and isn’t sure whether to escalate, investigate, or handle it informally. A separation that should have been straightforward turns into a legal threat because the process wasn’t followed. These aren’t rare events — they’re the daily reality of organizations without an employee relations framework. And every one of them gets more expensive the longer it’s ignored.
Who This Is For
- Companies growing past 50 employees where managers are handling ER issues inconsistently or not at all
- Organizations with no formal process for documenting performance issues, complaints, or disciplinary actions
- Leadership teams that avoid difficult conversations until situations escalate to termination or legal exposure
- Companies experiencing interpersonal or team-level conflicts that are affecting productivity and morale
- HR teams that need a structured ER framework but have never had one — and are managing everything reactively
- Organizations planning reductions in force, restructuring, or difficult separations and needing strategic guidance on the people side
Services
ER Framework & Infrastructure Design — $7,500–$12,000
The foundational system for how your organization handles employee relations. Best for companies that have no formal ER process and are managing every situation as a one-off.
What you get: ER case intake process and documentation standards, escalation protocols defining what gets handled by the manager, what goes to HR, and what requires outside counsel, tracking system recommendations for managing and reporting on ER activity, manager decision trees for common ER scenarios, issue categorization and routing framework, and templates your HR team can use immediately.
Manager ER Training — $8,000–$15,000
A training program that equips people managers to handle day-to-day employee relations issues with confidence and consistency. Best for organizations where managers either avoid ER situations entirely or handle them in ways that create more risk than they resolve.
What you get: Live training program covering difficult conversations, documentation practices, progressive discipline application, and recognizing when to escalate, scenario-based practice using real-world ER situations (anonymized), manager reference guide for ongoing use after the training, and guidelines on what managers should and should not say in common ER scenarios.
Progressive Discipline & Documentation Systems — $7,500–$12,000
A consistent discipline and documentation framework that protects the organization and treats employees fairly. Best for companies where discipline is applied inconsistently, documentation is weak or nonexistent, and terminations happen without a defensible record.
What you get: Progressive discipline framework with clear levels and criteria, performance improvement plan (PIP) templates and process guidelines, documentation standards and templates for verbal warnings through termination, termination checklists and final meeting guides, manager decision guides for determining the appropriate level of response, and compliance review of current discipline and termination practices.
Conflict Resolution & Mediation — $6,000–$10,000
Facilitated resolution of interpersonal or team-level workplace conflicts — the situations that are too complex or charged for a manager to handle alone. Priced per engagement; multi-situation retainer available for organizations with recurring needs.
What you get: Intake assessment to understand the conflict dynamics and stakeholders involved, structured mediation sessions with all parties, resolution agreements with documented commitments, follow-up plan with accountability checkpoints, and recommendations for systemic changes if the conflict reflects a broader pattern.
ER Climate Assessment — $12,000–$20,000
A diagnostic review of your organization’s overall employee relations health. Best for companies that sense ER problems are widespread but need data to understand the patterns, prioritize interventions, and build the business case for investment.
What you get: Grievance and complaint trend analysis, exit interview theme review, turnover pattern analysis by manager and department, manager ER capability assessment, risk identification and prioritization, and a findings report with prioritized intervention recommendations and a 90-minute executive presentation.
Separation & Exit Management Advisory — $7,500–$15,000
Strategic advisory for planned terminations, reductions in force, and complex separations. Best for organizations navigating high-risk exits where the approach matters as much as the decision — for legal protection, remaining employee morale, and employer reputation.
What you get: Termination planning and risk assessment, RIF strategy including selection criteria methodology and adverse impact analysis framework, severance framework design, exit process documentation and manager preparation, WARN Act and state-specific notice requirement review, communication strategy for remaining employees, and coordination with employment counsel for legal review.
How It Works
Discovery Call
A free 30-minute conversation to understand your situation — whether you need infrastructure built, managers trained, a specific conflict resolved, or strategic guidance on a separation. We’ll recommend the right service and scope.
Assessment & Scoping
For infrastructure and training engagements, we assess your current ER practices, documentation, and manager capabilities. For conflict resolution or separation advisory, we gather the specific context needed to design the right approach.
Design & Delivery
We build the frameworks, deliver the training, facilitate the resolution, or provide the advisory guidance — depending on which service fits. All deliverables are designed for your team to own and operate going forward.
Handoff & Follow-Up
We train your HR team and managers on the new tools and processes, provide documentation packages, and schedule follow-up check-ins to ensure adoption and address questions that arise once the system is in use.
A note on workplace investigations: TGC&C does not conduct workplace investigations. Investigations require specific legal protections (attorney-client privilege, work product doctrine) that are best provided by qualified third-party investigation firms or employment law attorneys. For investigation needs, we connect clients with trusted partners and can advise on the process before and after the investigation is complete.
Frequently Combined With
Employee relations intersects with many other people-strategy areas:
- HR Policy & Compliance Buildout — ER frameworks work best when supported by clear, current policies. Often built simultaneously.
- Executive & Leadership Coaching — When the ER Climate Assessment reveals that specific leaders need development in how they manage people, coaching provides targeted support.
- Facilitation & Workshops — When manager ER training is part of a broader leadership development initiative. Programs like Crucial Conversations pair well with ER capability building.
- Employee Engagement & Retention Strategy — When ER issues are a symptom of broader engagement or culture problems that need a systemic response.
[Placeholder: Add a testimonial from an ER engagement. Focus on the shift from reactive firefighting to a structured, consistent approach — and the confidence it gave HR and managers.]
Common Questions
Why don’t you conduct workplace investigations?
Workplace investigations involve legal risk that requires specific protections — attorney-client privilege and work product doctrine — that only attorneys or firms working under attorney direction can provide. Separating advisory work from investigative work also avoids conflicts of interest. We help you build the infrastructure to handle ER issues proactively so fewer situations escalate to investigation, and when they do, we connect you with qualified partners.
We have an HR generalist but they’re overwhelmed with ER issues. Can you help?
That’s exactly who this is designed for. The ER Framework gives your generalist a structured system — intake processes, escalation protocols, documentation standards, and decision trees — so they’re not reinventing the wheel with every situation. The Manager ER Training shifts the burden off HR by equipping managers to handle routine ER matters themselves, which is where most of the volume comes from.
We need help with a specific situation right now. Do you handle urgent ER needs?
Yes. Conflict Resolution & Mediation and Separation & Exit Management Advisory are both available for immediate needs. Schedule a discovery call and we’ll assess the situation and determine the right approach. For situations that require a formal investigation, we’ll connect you with the appropriate partner quickly.
How does this relate to employment law?
We provide HR advisory and infrastructure — not legal advice. We build the frameworks, train the managers, and provide strategic guidance on ER situations. For anything that requires legal opinion — termination risk assessment, investigation direction, severance agreement review, or litigation-related matters — we coordinate with employment counsel. We can work with your existing attorney or refer you to employment law partners.