People. Operations. Compliance. Three pillars. One engagement. Built to outlast us.
A senior HR director costs $120,000 to $160,000 a year in salary alone, before benefits, payroll taxes, or the six months it takes to get them up to speed. A fractional engagement with Red Nova delivers that same level of strategic expertise at a fraction of the cost, with none of the overhead.
And because every engagement is finite by design, you are not paying to maintain a headcount. You are investing in infrastructure that outlasts us: systems, policies, and processes built to run on their own when the engagement closes.
Every Red Nova engagement is led by a seasoned HR and operations professional with JD-level compliance fluency. You get the strategic depth of a CHRO or COO, scoped precisely to what your organization actually needs.
Fractional retainers typically run 40 to 60 percent less than a comparable full-time salary, with no benefits, no payroll taxes, and no long-term employment commitment. You scale up or down as your organization evolves.
Red Nova engagements are finite by design. Every system we build, every policy we write, every process we design is meant to outlast us. When the engagement closes, your organization keeps everything and runs it independently.
For organizations building foundational HR and operations infrastructure. A strong starting point regardless of industry or stage.
For organizations managing active growth, adding staff, or navigating complexity across people, operations, and compliance simultaneously.
For organizations that need sustained, senior-level advisory presence across all three pillars. Deep partnership, maximum impact.
Not every organization needs a retainer. Red Nova's à la carte services deliver the same senior-level expertise, scoped to a single need. Choose the service, define the scope, and get exactly what your organization requires — nothing more.
A complete, compliant employee handbook tailored to your organization — covering policies, procedures, expectations, and acknowledgment forms. Delivered as an editable document your team can maintain independently.
A structured 30-60-90 day onboarding framework with pre-boarding checklist, manager guide, and role-readiness milestones. Designed to reduce ramp time and set new hires up for success from day one.
Custom training program development for a specific topic, role, or organizational need. Includes learning objectives, facilitator guide, and participant materials. Delivered ready to run.
A structured assessment of your organization's culture, engagement levels, and the systems that support or undermine them. Delivered as an actionable findings report with prioritized recommendations.
Documentation of a specific operational workflow as a standard operating procedure — clear, step-by-step, and formatted for practical use by your team. Priced per workflow; packages available for multiple processes.
An audit of your current HR and operations toolstack — what is working, what is missing, and what to prioritize. Delivered as a findings summary with specific platform recommendations and implementation sequencing.
Structure, roles, and reporting relationships designed to support where your organization is going — not just where it has been. Includes current-state assessment, recommended structure, and transition considerations.
Advisory support for rolling out a new HR or operations platform — configuration guidance, process mapping, and staff communication planning. Scoped to one platform per engagement.
A JD-informed review of your HR practices, documentation, and policies against applicable compliance standards. Delivered as a risk findings report with prioritized remediation steps. Does not constitute legal advice.
Advisory review of your offer letters, employment agreements, and hiring documentation for common risk areas and alignment with best practices. Delivered with annotated feedback and recommended language. Does not constitute legal advice.
A JD-informed review of a specific termination situation — documentation, process, timeline, and risk exposure. Delivered as an advisory assessment with recommended next steps. Does not constitute legal advice or representation.
Development of a core HR policy library tailored to your organization, industry, and workforce. Covers key areas including leave, conduct, performance, and separation. Delivered as a complete, editable policy set.
Design of an internal HR investigation process — documentation standards, interviewing framework, findings structure, and escalation criteria. Built to guide your team through employee complaints and workplace concerns consistently. Does not constitute legal advice.
A proactive review of your organization's preparedness for regulatory requirements relevant to your industry and workforce size. Delivered as a gap analysis with a prioritized action plan. Does not constitute legal advice.
A focused advisory session with Denise covering a specific business challenge, decision, or strategic question. Comes with a written summary of key takeaways and recommended next steps. Ideal for leadership teams that need a thought partner at a critical moment.
Advisory support for organizations navigating a transition — a restructure, a new market, a leadership change, or a strategic pivot. Scoped to your specific situation and delivered as a positioning brief with actionable recommendations.
"Every organization I work with will receive the same level of care, precision, and strategic depth that I would want for my own. The engagement closes when the work is done right — not when the hours run out."
All retainers include a defined monthly hour bank, a detailed hour summary report, and a three-month minimum commitment. Not sure which tier fits? A discovery call is always complimentary.
"A nova blazes brilliantly and leaves the sky permanently brighter. We come in, ignite what is possible, and your organization emerges stronger, clearer, and built to shine."