Interim CHRO-level HR guidance for growing companies, newly combined companies, and newly appointed HR leaders — starting with a clear, honest read on where your HR function stands today.
Most of my work happens at a clear trigger point — a board asking harder questions, a deal just closed, or a new leader stepping into a function they don't yet know. All three call for evidence, not guesswork.
200–2,000 employees, often PE-backed or investor-owned. Your HR team works hard, but no one has measured whether they're working on the right things — and you need a credible answer before the next board meeting.
Two systems, two comp philosophies, two cultures — and a narrowing window to make good decisions before the gaps become expensive. I help you see the full picture before you start merging anything.
You've inherited a team, a backlog, and a full calendar of day-to-day fires, with no time to run a credible self-assessment of your own function. An outside, evidence-based baseline gives you an early, defensible story for your boss or board — without pausing anything you're already carrying.
A structured, evidence-based assessment of your HR function across eight domains — delivered in two to four weeks, not six months. You get a weighted maturity score your board can actually understand, a visual executive summary, and a phased roadmap prioritized by where the gaps hurt most.
The Compass is where almost every engagement starts. What comes next depends entirely on what it finds.
A structured, evidence-based diagnostic across eight HR domains, delivered in two to four weeks. The credible, low-risk way to know exactly where you stand.
Learn more →Org design, total rewards redesign, M&A HR integration, talent systems — scoped precisely around whatever the assessment surfaces as the priority.
Learn more →Ongoing strategic HR advisory at the CHRO level, for companies that want a steady hand without a full-time executive hire.
Learn more →Document review, system audits, and stakeholder interviews across all eight HR domains — grounded in evidence, not anecdote.
A weighted maturity score, a visual executive summary, and a phased plan prioritized by where the gaps actually hurt.
Where the findings call for it, we scope focused project work or an ongoing advisory relationship — built around what your organization actually needs next.
I'm Hannah Coker, founder of Wholehearted Business Consulting. My background is an uncommon combination: eight years in FP&A, eight years in strategy and transformation management consulting, and twelve-plus years of independent HR consulting and interim CHRO work.
That combination means I can read a P&L and a cap table, structure an engagement the way a management consultant is trained to, and then actually run HR at the CHRO level — not just advise from the outside. It's also exactly why The HR Compass exists: a framework built from years of financially literate, consulting-trained pattern recognition, not a generic survey template.
I named my business Wholehearted Business Consulting because I believe we should be able to integrate both the head and the heart into every business we operate — it shouldn't be one at the expense of the other. People are the lifeline of every business, and we can make smart decisions while still respecting and honoring the people who run them.
Early in my career, I worked in plenty of environments where all that mattered was the fire drill of the day and the bottom line, at the expense of the people. I envision a world where results and the people who work hard to achieve them both have value. That's what I bring to my clients: a balanced view of business performance and the human capital who make those achievements possible.
Most HR consultants come from one lane — HR or consulting. I bring three strong disciplines to your project: HR, consulting, and finance. The HR Compass reflects that — it's a financially literate, evidence-based framework, not a generic survey.
Typically two to four weeks from kickoff to executive readout, including document review, system audits, and stakeholder interviews.
Yes — this is common, especially at PE-backed and post-M&A companies. The Compass gives the CEO or leadership team an evidence-based read on HR capability even without a dedicated HR executive in place yet.
It's actually the best time. The first 90–100 days is when you have the most credibility to ask hard questions and the least time to answer them yourself. The Compass gives you an outside, evidence-based baseline you can bring to your boss or board early — without pulling you away from the day-to-day demands already on your calendar, and without the awkwardness of grading your own new team from the inside.
You'll receive a phased roadmap. Some clients take that roadmap and run with it internally. Others engage me for focused transformation projects or ongoing fractional advisory — entirely dependent on what the findings call for and the existing capabilities within your organization.
By design, a small number. Every engagement gets direct, hands-on attention from me — not a team of junior staff. If timing doesn't line up right away, it's worth still reaching out; assessments are short and bounded, so timelines are usually flexible.
Every engagement starts with a free 30-minute intro call — a short conversation to understand what you're facing before we ever talk about scope or fees.
Prefer email? Reach out directly at hannah@wholeheartedbiz.com
