Strategic HR Leadership
We connect people priorities directly to the commercial agenda, helping executives make the leadership, workforce and organisational decisions that growth requires.
Embedded strategic HR leadership
Your business has grown. Has your people infrastructure grown with it?
Unshakeable HR provides embedded strategic HR leadership for companies with 200 to 1,000 employees whose growth has outpaced their leadership, workforce planning and internal HR capacity.
We identify the organisational weaknesses threatening performance and build the people infrastructure required for the next stage.
The Problem
A company can be growing and becoming more fragile at the same time.
The warning signs rarely arrive as one obvious crisis.
They appear as inconsistent management, unclear accountability, weak succession, low engagement, high turnover, reactive hiring and an HR team too consumed by daily demands to shape what comes next.
The business continues to perform, but performance depends on a few dependable people, grit, frequent executive intervention and systems that were built for a smaller organisation.
What looks operational
Daily pressure
What sits beneath it
Structural exposure
What it becomes
Commercial risk
These are not isolated HR problems. They are business risks hiding inside the organisation.
The Strategic Gap
Your HR team may not be the problem. The gap around them may be.
Business direction
Commercial plan
Organisational delivery
Internal HR execution
Most growing companies already have capable HR professionals. What they lack is the senior strategic capacity to connect workforce decisions, leadership capability and organisational risk to the commercial plan.
Unshakeable HR closes that gap without requiring the company to immediately hire a full-time HR executive or build an enterprise HR function.
We work alongside executives and internal HR teams to identify what matters, strengthen what is missing and prepare the organisation for what comes next.
How We Help
We strengthen the organisation beneath the strategy.
Explore How We HelpWorkforce & Organisational Planning
We align structure, roles and workforce capability with where the business is going, rather than repeatedly responding to today’s pressure.
Leadership Capability & Accountability
We strengthen leadership expectations, decision ownership and management capability so performance does not depend on a few exceptional individuals.
Succession & Bench Strength
We identify critical-role exposure, strengthen leadership depth and build succession around the people and capabilities the business cannot afford to lose.
Talent & Performance Systems
We build talent and performance systems that strengthen engagement, retention, accountability and the organisation’s ability to execute.
Transformation & Organisational Change
We help leadership protect clarity, continuity and execution when expansion, restructuring, investment or acquisition places new pressure on the organisation.
HR Operating Model
We help internal HR move beyond constant operational demand and build the structure, capability and focus required to support the business strategically.
When to Bring Us In
Bring us in when the business is changing faster than the organisation supporting it.
Unshakeable HR is most valuable when:
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Growth is exposing weaknesses in leadership or structure.
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The HR team is busy but cannot operate strategically.
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Critical roles have no credible successors.
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Workforce planning is disconnected from commercial priorities.
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The company is preparing for investment, expansion, acquisition or restructuring.
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Senior leaders are still carrying people decisions the organisation should be equipped to handle.
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The business needs strategic HR leadership before making a permanent executive hire.
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The business is downsizing and needs change management support.
You do not need to arrive with a perfectly defined HR brief. We help determine whether the visible problem is the real issue or merely the symptom that finally became impossible to ignore.
Discuss What Is ChangingOur Approach
We begin with the business, not a catalogue of HR programmes.
Assess
We identify and align with business outcomes. We assess the organization for human capital barriers to the business outcomes. We identify where leadership, workforce or HR weaknesses are creating commercial risk.
Prioritise
We separate structural problems from symptoms and focus on the issues carrying the greatest consequences.
Build
We design and implement the leadership, workforce and people infrastructure the business requires.
Embed
We are hands on. We work with the internal team to strengthen internal ownership so progress continues after the engagement ends.
Our work is commercially aligned, measurable and built for implementation.
We do not leave internal teams with a report and expect change to happen on its own.
Business Impact
Strategy should eventually show up in the numbers.
These results are from Olivia’s HR leadership and organisational transformation work, where people strategy was connected directly to retention, revenue, cost and organisational performance.
Workforce Stability
47% → 3%
Employee turnover in nine months.
A sustained reduction in workforce turnover through targeted people and organisational intervention.
Revenue protected
Across three quarters through direct and indirect labour level-loading.
Increase in sales
Over one quarter following alignment of the sales incentive structure.
Reduction in turnover costs
Associated with leadership development programme implementation.
Reduction in new-hire turnover
Within seven months following implementation of a redesigned onboarding programme.
Results shown reflect selected outcomes from Olivia’s HR leadership and organisational transformation experience. Outcomes vary by organisation, business context and scope of intervention.
Our Philosophy
Profitable companies and unshakeable people are not opposing ambitions.
A business does not become stronger by exhausting the people carrying it.
It also does not become sustainable by avoiding accountability in the name of culture.
Strong organisations create clear expectations, capable leadership and fair accountability. People know what is required, leaders know what they own and workforce decisions support the direction of the business.
That is where commercial performance and responsible leadership meet.
Business leader first.Human strategist second.
She doesn't come from HR. She comes from results.
Olivia is a U.S. Coast Guard veteran, mechanical engineer, and executive HR leader who has spent 20+ years solving the problem most companies get wrong: the gap between people strategy and business performance.
She graduated from the U.S. Coast Guard Academy with a degree in Mechanical Engineering, an environment that doesn't teach theory, it demands execution under pressure. That foundation shaped everything: how she thinks in systems, how she identifies what's actually broken versus what's just loud, and how she leads when the stakes are real.
That same precision drove her corporate career. From the floor at Stryker, one of the world's most operationally complex medical device companies, to CHRO at one of North America's largest Private Equity firms, Olivia has built and rebuilt HR functions at scale. She knows what it costs when talent strategy is disconnected from business strategy. She's fixed it.
Now, through Unshakeable HR, she brings that experience directly to founders, CEOs, and executive teams as a Fractional Chief HR Officer. No build-up time. No learning curve. You get a senior operator who has sat in your seat's equivalent and knows how to move.
Her standard is simple: if an HR initiative can't be tied to a business outcome, it's not strategy, it's overhead.
If you're scaling fast, facing organizational risk, or trying to build a leadership team that performs under pressure, Olivia and her team is built for that problem.
Meet OliviaStrategic conversation
Is your organisation ready to carry the next stage of growth?
If growth, restructuring or transformation is placing greater pressure on your leaders and internal HR team, we can help you identify what is weakening the organisation and what must be built next.
Book a Strategic ConversationThe conversation begins with your business, the change it is navigating and the organisational capability required to move forward.