A range of Experience

At A Collective, we bring over a decade of experience across multiple industries. This gives us the advantage of adapting and changing with you and your business. We help you to cultivate confidence, clarity, and strategy—turning uncertainty into direction and ambition into progress.

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Fortune 500
10,000+ Employees
Entertainment Industry

Across 38 countries faced escalating turnover, inconsistent employee relations case resolution, and compliance vulnerabilities due to disconnected local and international HR processes. Executive leadership required an HR Business Partner capable of aligning global talent strategy with frontline execution.

Solutions:

Global Stakeholder Alignment: Advised executive leadership on international strategy and assisted mobile employees with complex expatriate assignments, ensuring strict compliance with local, state, federal, and international employment laws.

Employee Relations & Organizational Change: Conducted sensitive investigations, resolved grievances, and minimized potential disputes. Acted as a strategic partner performance reviews, succession planning, and tailored learning and development programming.

Data-Driven Retention: Analyzed HR metrics (absenteeism, turnover, engagement) to identify attrition trends. Proposed data-driven solutions that increased overall employee engagement by 15% and directly lowered voluntary turnover by 18%.

Local Government
2,500+ Employees
Public Sector

Without a centralized administrative anchor, the City faced potential regulatory exposure, operational bottlenecks in talent development, and decentralized data management that hindered strategic policy planning.

Solutions:

Onboarding & Talent Lifecycle: The talent lifecycle begins with the employee's initial integration into the organization. Lead comprehensive new hire orientations and directly assist employees in completing all legally required onboarding paperwork. To support a lawful hiring process, administer written and performance examinations, and ensure all hiring practices strictly comply with employment regulations. Finally, they establish, organize, and secure confidential new hire personnel files across all divisions.

Benefits & Employee Relations: The coordinator manages diverse and legally sensitive employee leave programs, including FMLA, CFRA, SDI, LTD, and unpaid leaves of absence. Beyond leave tracking, provide necessary operational assistance to department management during employer-employee relations activities and labor disputes.

Training & Development: Continuous education is managed through structured programmatic support. Support internal career growth by helping design learning activities for existing staff and personally training temporary or as-needed workers on proper office procedures.

Finance & Data Management: Data integrity and fiscal responsibility underpin all departmental support activities. The coordinator monitors and tracks division expenditures while regularly reconciling corporate credit card transactions. Collect and compile critical data for classification studies and compensation evaluations to make actionable policy recommendations.

Nonprofit Organization
15 Employees
Public Sector

A community-focused human services organization faced a critical funding deficit that threatened the continuation of essential programs and direct support services for vulnerable individuals.

Solutions:

Integrated Peer-to-Peer Digital Campaign: Ran to engage the broader community, allowing individuals who could not attend the physical events to participate. Volunteers and board members used a digital toolkit to share campaign milestones across their personal social networks, driving traffic back to a centralized giving page.

The Annual Golf Tournament: targeted corporate partners, local professional networks, and casual donors who prefer experiential giving. The event utilized a four-person scramble format hosted at a local country club, concluding with a networking lunch and an awards reception. Monetization relied heavily on tiered corporate sponsorships alongside team registration fees and interactive on-course contests.

The Charity Gala: Served as a formal evening event designed to target major donors, local business leaders, and philanthropic foundations. The evening featured a silent auction, a formal dinner, and a keynote address highlighting a success story from the organization's programs. Revenue was generated through table sponsorships, individual ticket sales, and a dedicated "highest bud" moment tied directly to the silent auction.

Private Small Business
70 Employees
Creative Industry

The agency needed standardized, compliant HR operations, resulting in overly complicated talent acquisition, delayed employee onboarding, and unmanaged compliance risks that distract leadership from core creative deliverables.

Solutions:

Talent Acquisition and Recruitment: The streamlining the hiring pipeline by consulting directly with leadership to identify departmental employment needs. The team actively screened applicants for specific creative skills, technical experience, and education while managing candidate communication and tracking interview statuses to secure top-tier talent.

Benefits Administration and Regulatory Compliance: The operation utilized an in-depth knowledge of Department of Labor laws to protect both the business and its workforce. The agency coordinated benefits enrollment, monitored key compliance dates, and partnered with insurance brokers to research, analyze, and implement competitive new benefits plans, including a 401k structure.

Onboarding and Employee Lifecycle Management: To ensure a smooth transition for new hires, the agency formalized its onboarding process by coordinating structured employee orientations. This included assisting staff with required HR forms, establishing secure personnel files, tracking key career milestone dates, and managing professional offboarding and termination procedures.

Workplace Health and Safety: The HR initiative directly supported business continuity and employee well-being by managing physical workplace logistics. The team collaborated closely with staff to safely open the office, draft operational guidelines, and consistently enforce ongoing workplace safety protocols.