PRIVATELY HELD SERVICE BUSINESS · PEOPLE SYSTEMS
The challenge. An HR file audit uncovered I-9 and background-check gaps. Beyond correcting the files, the business needed practical systems to support consistent day-to-day operations.
The approach. Colleen expanded the work into ongoing advisory, ADP implementation, rewritten policies, and a fair performance framework with KPIs. Recurring Leads meetings created a regular structure for leadership conversations and follow-through.
The impact. Recurring Leads meetings reduced escalations to ownership, giving leaders more room to focus on strategy. The engagement connected compliance, people operations, and leadership alignment in a lasting operating structure.
MULTI-UNIT FRANCHISE GROUP · HIRING & ALIGNMENT
The challenge. Recruiting and field operations worked in silos, leaving manager roles open and accountability unclear.
The approach. Colleen established shared hiring standards, reporting and candidate evaluation, strengthened the recruiting team’s advisory capability, and redesigned onboarding.
The impact. Open manager positions fell from 100 to 10 within one year. Leadership time-to-hire improved from two–four months to one month; leadership turnover fell 35%. Disciplined budget management saved $300,000 annually, while department spend fell 25% year over year.
MULTI-LOCATION FITNESS FRANCHISE · PEOPLE OPERATIONS
The challenge. Inconsistent policies and unclear expectations had weakened trust in HR. Field, district and executive leaders lacked a common operating framework.
The approach. Colleen rebuilt communication, created an HR SOP library and manager escalation framework, reset recruiting, and brought leaders together around shared expectations.
The impact. Policy and procedure adherence improved 70% within 60 days. SOP adoption reached 85% in the first 30 days, and escalations fell 35%. Application and interview volume increased 200%, while time-to-hire fell 50%.
REGIONAL MEDICAL SERVICES COMPANY · HR INFRASTRUCTURE
The challenge. A paper-based HR function lacked the systems to reveal documentation and classification gaps. An employee-file audit exposed issues leadership had not identified internally.
The approach. Colleen prioritized remediation, corrected records and classifications, addressed industry documentation gaps, and led implementation of a full HR information system.
The impact. Across 55 employee files audited, 50 I-9 deficiencies were corrected and 14 employees were properly reclassified. A full HRIS replaced manual files, giving leadership documented, auditable employee records and clearer visibility.
Client identities are withheld for confidentiality. The first engagement is drawn from the Moore Consulting homepage; additional results are drawn from Colleen Moore’s Fractional Impact Stories. Outcomes reflect individual engagements.
