APPLY NOW

Executive Transition Consultant

Back to Consultant Roster

Consultant Details:

Contact: Starr Thompson
Name of Firm: Thrive Now HR
Language Spoken: English
Website/LinkedIn URL: www.thrivenowhr.com

Consultant Expertise

HR integration, Organizational assessments, Board development, Recruitment, Executive coaching, Transition consulting & project management, DEI, Communications strategy

Program Areas

Arts and Culture, Community and Economic Development, Education, Health, Human Rights, Human Services, Information and Communications, International Relationship, Philanthropy, Public Affairs, Public Safety, Religion, Social Sciences, Sports and Recreation

Legal Structure of Organization:

LLC

Year Practice Founded:

2017

Number of Individuals in Firm:

1

Names and Titles of Individuals in Firm:

Starr Thompson
Human Resources Consultant

Names and Titles of Individuals in Firm:

Starr Thompson
Human Resources Consultant

Firm or Consultant Address:

22398 Morea Way, Woodland Hills, CA 91367

RFQ Contact Name:

Starr Thompson

RFQ Contact Phone:

818-245-2388

Geographic area currently served by firm (select all that apply):

Los Angeles, California, USA, International

How would you describe the range of diversity reflected in your firm’s consultants and leadership (or self, if sole practitioner)?

Our organization takes great pride in the rich tapestry of diversity that defines our consultants and leadership. As a black woman-owned and led firm, we understand the importance of fostering an environment where different backgrounds, experiences, and perspectives can flourish. Our team comprises professionals from various racial, ethnic, and cultural backgrounds, each bringing their unique insights to the table. This diversity enriches our problem-solving capabilities and allows us to approach challenges from multiple angles. At the leadership level, our commitment to diversity is exemplified by the fact that our organization is led by a black woman, creating a representation that reflects the broader world we operate in. This leadership ensures that our decision-making processes are influenced by a range of viewpoints, resulting in well-rounded strategies and solutions for our clients. Our dedication to diversity and inclusion doesn’t stop at ethnicity and gender. We also value diversity in terms of professional experiences, educational backgrounds, and expertise. This intersectionality strengthens our ability to serve clients from various industries and address their unique HR needs effectively. Furthermore, we actively promote a workplace culture that encourages open dialogue, mutual respect, and ongoing learning. We believe that by embracing and celebrating our differences, we can create a more inclusive and innovative environment where every team member feels valued and empowered to contribute their best.

Please describe your mission, values, and approach:

Our mission is to leverage our uncompromising principles and value-driven approach to support clients by creating work environments characterized by mutual respect, accountability, seamless communication, fair treatment, and appreciation for the workforce. In doing so, we strive to give our clients an edge in their industry by providing them with the very best HR tools, resources, and strategies. Our vision is to be the leading provider of HR solutions that empower businesses to thrive. We aim to accomplish this by delivering expert advice, innovative technology, and superior customer service. At Thrive Now HR, we recognize that we have a responsibility to the communities in which we operate. We are committed to conducting our business in a way that is socially and environmentally responsible. Our Approach: We take a proactive approach to social and environmental responsibility, striving to continually improve our performance. We seek to minimize our impact on the environment and to support the communities in which we operate through our charitable giving program. We will: ● Aim to reduce our impact on the environment through energy efficiency, waste reduction, and recycling. ● Encourage our employees to get involved in their communities through volunteering and charitable giving. ● Support our employees in their efforts to lead healthier lifestyles. ● Communicate openly with our employees, clients, and other stakeholders about our social and environmental responsibility programs. ● Monitor our progress and report on our performance periodically. Every member of Thrive Now HR is responsible for acting in a way that meets our social and environmental responsibility standards. We will provide training and resources to help our employees understand and meet these standards in a way that reflects our commitment to the CSR statement.

What expertise or perspective do you bring to organizations looking to ground their collaboration practices in values of diversity, equity, and inclusion?

As a minority, woman-owned and led human resources consulting organization, we bring a unique blend of expertise and perspective to organizations seeking to align their transition planning and hiring practices with the values of diversity, equity, and inclusion (DEI). Our approach is rooted in the understanding that DEI is not just a checkbox to be ticked, but a fundamental mindset that can drive organizational success and innovation. Our team possesses a deep understanding of cultural nuances and sensitivities that can impact transition planning and hiring. We guide organizations in recognizing and navigating potential biases, both conscious and unconscious, that might influence decision-making processes. Our expertise and perspective uniquely position us to guide organizations in grounding their transition planning and hiring practices in the values of diversity, equity, and inclusion. We offer a comprehensive approach that encompasses recruitment, training, leadership development, data analysis, and community engagement, ultimately fostering a workplace where all individuals can thrive.

Please describe your ideal engagement. Feel free to include issue area and scope of project:

My ideal engagement with clients centers around a collaborative partnership aimed at addressing crucial human resources challenges within their organization. The scope of the project would encompass a comprehensive analysis of the organization’s existing HR practices, policies, and procedures, with the ultimate goal of driving positive and sustainable change. Here’s how the ideal engagement would unfold: Initial Consultation and Assessment: We would start by conducting an in-depth consultation to gain a thorough understanding of the client’s unique needs, challenges, and objectives. I would gather information about the organization’s current HR landscape, including any pain points or areas requiring enhancement. Customized Strategy Development: Based on the assessment findings, I would collaborate with the client to create a tailored strategy that aligns with their HR objectives and overall business goals. The strategy would detail specific initiatives, actionable steps, and measurable targets to effect meaningful change in the identified HR issue area. Implementation Planning: Together, we would craft a detailed implementation plan that outlines timelines, responsible parties, and necessary resources for each initiative. The plan would be designed to be both pragmatic and innovative, leveraging best practices while driving transformative HR outcomes. Engagement and Training: I would conduct training and workshops for employees and leadership teams, promoting understanding and proficiency in key HR concepts. These sessions would facilitate skill enhancement, encourage open communication, and foster a culture of excellence in HR practices. Data Collection and Analysis: Throughout the engagement, we would collect relevant data related to HR metrics, employee feedback, and other pertinent indicators. Regular analysis of this data would enable us to gauge progress, identify areas for refinement, and make data-informed HR decisions. Ongoing Support and Adjustment: Continuous communication with the client would ensure that we provide ongoing support, monitor advancement, and address any emerging HR challenges. Flexibility would be key, allowing us to adapt the strategy in response to real-time feedback and evolving organizational dynamics. Measurement of Impact: At the conclusion of the engagement, we would conduct a comprehensive assessment of the impact of our HR initiatives. This assessment would highlight accomplishments, distill valuable insights, and lay the groundwork for continued HR growth within the organization. Long-Term Relationship: The engagement would form the basis for an enduring partnership, dedicated to sustained progress and continuous enhancement in the organization’s HR practices and processes. Ultimately, my ideal engagement is marked by its comprehensive approach, commitment to tangible outcomes, and the shared aspiration of cultivating an organizational environment where HR practices are optimized, talent is nurtured, and the workforce is empowered to thrive.

How many executive-transition related projects have you or your firm been involved with?

10

Please describe your fee structure:

I offer three different fee structures for clients: Hourly Rates: This is a common approach where my clients are charged based on the number of hours spent working on their projects. Hourly rates start at $150. Project-Based Fees: For specific projects or engagements, a fixed fee is agreed upon based on the scope, complexity, and estimated time required. This provides my clients with a clear understanding of the cost upfront. Retainer Packages: Clients can enter into retainer agreements where they pay a fixed monthly fee for a certain number of hours or services.

What percentage of your clients are within the nonprofit sector?

90%

Are you open to remote engagements?

Yes

Briefly name and describe 1-3 examples of executive transitions with which you have been involved as a consultant (please prioritize NSI-funded and/or LA-based organizations).

In my role as a human resources consultant, I’ve had the opportunity to engage in diverse executive transition scenarios: CEO Succession Planning: One of my key responsibilities has been guiding organizations through the critical CEO succession process. This involves evaluating the potential of internal talent, identifying promising candidates, and aiding the board in making well-informed decisions about the new CEO. The goal is to ensure a seamless leadership transition and maintain the organization’s strategic trajectory. Mergers and Acquisitions Integration: I’ve supported organizations during the intricate phase of merging or acquiring companies. My role includes facilitating the integration of executive teams from both sides, which entails harmonizing leadership structures, aligning cultures, and developing communication strategies. The aim is to foster a unified entity that efficiently navigates the transition. Leadership Development Programs: I’ve been instrumental in crafting and implementing comprehensive leadership development programs. These initiatives are designed to nurture internal talent for executive positions. My focus is on enhancing participants’ skills, offering mentoring opportunities, and preparing them for the heightened responsibilities that come with senior leadership roles. Interim Leadership: I’ve played a pivotal role during times of unexpected changes by aiding organizations in appointing interim executives. This interim leadership provides stability while the organization seeks a permanent replacement. My task involves ensuring a smooth transition of responsibilities, allowing the organization to continue functioning optimally without disruptions.

Add any other information you feel would aid in understanding the value you or your consulting firm can bring to an organization preparing for or implementing an executive transition:

Thrive Now HR is a progressive, client-centered organization driven by uncompromising principles and values. We specialize in providing high-quality Human Resources consulting and support services to a variety of businesses in many industries. Our team of highly skilled and experienced professionals is dedicated to helping our clients achieve their desired results. We take a collaborative and customized approach to each engagement, ensuring that our clients receive the most effective and efficient service possible. Empowered by 20 years of HR experience, we are equipped with the market knowledge and expertise to provide HR services to organizations in every industry, ranging from food and beverage to fitness, fitness, and nonprofits. We strive to build long-term relationships with our clients based on trust, mutual respect, and a commitment to always putting our clients’ best interests first. Therefore, our ultimate goal is to help our clients create and maintain a workplace where their employees can thrive.

Please list up to 5 Consultants from your firm

Starr Thompson sthompson@thrivenowhr.com Starr Thompson, a Six Sigma Black Belt in Human Resources, currently serves as Chief People and Administrative Officer (CPAO) for Nonprofits Insurance Alliance (NIA), a nonprofit company based out of Santa Cruz, California, whose purpose is to serve and insure the 501(c)(3) community. In her current role, Ms. Thompson is responsible for leading NIA’s overall human resources strategy, talent acquisition, leadership development, JEDI strategy, organizational design, and cultural development. As CPAO, she has changed the function, culture, and impact of HR across the Company to support its business goals and strategies as well as the needs and aspirations of its employees across the United States. Previously, Ms. Thompson served as Vice President of Human Resources for Fitness Club Manager, Director of Human Resources at The Medical Group Executive Services, and Human Resources Manager at Lemonade Restaurant Group, in which she had responsibility for all human resources related services for each organization, including employee/labor relations, diversity equity and inclusion, compliance, recruitment, talent planning, learning and development, organizational development, compensation, benefits, and workforce planning. She has led teams focused on developing and implementing strategies that drove business results, and created positive work environments and experiences for Executive Board Members, employees, and customers. Ms. Thompson currently sits on the Board of Directors for Maternal Mental Health Now, based out of Los Angeles, California. She enjoys spending time with her family, reading, listening to music, mentoring up-and-coming HR professionals with whom she shares her knowledge and passion for Human Resources, and advocating on behalf of Black women and girls by empowering, strategizing and positioning them to understand their why and how to win.

Do you always conduct an organizational assessment as a part of your scope of work?

Yes

How (or do) you involve senior staff and other stakeholders in the process

Yes, if the need calls for the their involvement after the initial assessment.

Prior to narrowing the pool of candidates for a client, do you make it a practice to share the full list of applicants with the client?

Yes

Do you identify/place interim executives?

Yes

Do you have a minimum fee?

Yes

What percentage of your searches are for LA-based organizations?

90%

What is your track record of placing BIPOC candidates?

100%

Do you have a guarantee policy or an “off-limits” policy?

No

Join Our Mailing List

* indicates required