Soul-Full Human Resources^Ⓡ

With new clients interested in Soul-Full HR we recommend starting with our comprehensive Organizational Assessment. We will do a deep dive into the current state of the organization and all of the HR components, and provide clear recommendations to align the organization’s structure more deeply with its Purpose and Values.

Your commitment to operating differently is reflected in your company’s policies and practices. Conscious organizations often inherit traditional employment policies in dire need of a conscious update.

Determining the alignment of your policies and practices to your purpose and values is a big undertaking. We’ll take the overwhelm away and get this done with you!  In the end, your ways of working will support the culture and community you are intentionally building and be a live document for all on your team to utilize. 

We will begin this journey by creating or honing your organization’s Compensation Philosophy. With your Philosophy as our guide, we will engage in a comprehensive compensation and benefits assessment utilizing targeted market data to provide clarity on what other organizations in your sector are offering. Some of the recommendations included in the report you you will receive include pay ranges for all existing positions, an assessment of compensation equity at your organization, and recommendations to evolve your compensation and benefits program.

Soul-Full Human Resources calls for thoughtful and intentional people practices, and work around conflict and harm is a vital expression of that. We help organizations build the internal capacity to create and hold these processes themselves overtime, or we provide facilitation and guidance when needed or a combination of both.

We believe everyone has the power to harm and to be harmed, and everyone deserves the opportunity to be heard, and if desired, move toward repair, healing and transformation. When conflict and harm are met with presence and loving accountability, we contribute not only to repair and healing within organizations but also to our broader collective evolution.

We will work with you to build a comprehensive recruiting process designed to ensure a structured, fair, and effective approach to hiring. By focusing on transparency, communication, and values-driven assessments, our approach aims to attract the right person for the role while maintaining an inclusive hiring process.

We will work with you to create a clear, structured onboarding process with defined steps and touchpoints that support new team members from offer through their first months in the role. This includes clarifying expectations, roles, communication norms, and shared agreements so people understand how decisions are made, how feedback is given, and how to work through challenges together. The goal is to reduce ambiguity, support consistency across the organization, and help new team members feel oriented, supported, and effective.

Traditional employment practices dictate “managing” performance, creating a disempowering dynamic and negative experience for both employees and managers.

Through our performance collaboration process, we’ll show you how to drive desired outcomes through clarity, coaching, empowerment, alignment and accountability.

You invest so much in rewarding and recognizing your employees, but you are not alone in questioning whether your intentions are landing with your employees. A clearly defined, thoughtfully crafted Rewards & Recognition Programs gives people managers at your organization the tools they need (structure and budget), while also giving employees the opportunity to share how they like to be rewarded and recognized (money, time, kudos). By learning how individuals prefer to be rewarded and recognized, you will continue to foster a culture of care and demonstrate to employees that the impact they have at work really does matter.

We will work with you to create a clear and humane offboarding process that supports thoughtful, consistent endings when roles or employment come to a close. This includes clarifying decision-making pathways, communication steps, documentation, and transition plans, as well as guidance for how to hold termination conversations with care and accountability. The goal is to reduce harm, support dignity for everyone involved, and ensure organizational learning and continuity through well-held endings.