Questions,
answered plainly

I plan and run your job search: setting the target roles, rebuilding your resume and LinkedIn against them, generating outreach, rehearsing interviews, and negotiating the offer.

First-generation and underrepresented Bay Area professionals, three to fifteen years into careers in tech, healthcare, finance, biotech, the public sector and nonprofit, holding or moving into senior roles. Most come to me with an offer in hand, a promotion in reach, or the next move to plan. I also work with companies on the other side of the table.

Twenty minutes by video or phone. You describe where you are and where you want to be, I ask questions, and at the end I name the tier that fits: or tell you that you do not need me yet.

Then I say so and send the free resume audit and a reading list instead. The consult costs nothing either way.

Yes. The consult, the five-minute resume audit, every guide under Insights, and the exempt versus non-exempt quick check.

Fixed and published: Career Blueprint $499, High-Velocity Campaign $1,499, Executive Concierge $3,499. No hourly billing and no add-ons.

Most people start with the Blueprint. If you need to move this quarter, or the search has already stalled, start with the Campaign: the Blueprint is included in it, so nothing is wasted.

Yes. Move from the Blueprint to the Campaign within 30 days of buying it and the full $499 comes off, so you pay $1,000. Reply to your Blueprint email and I send the upgrade link.

No, and nobody honestly can: hiring decisions are not mine to make. What is fixed is the scope: the materials, the sessions, the plan and the negotiation support all arrive as written.

For coaching and consulting: full refund if you cancel before the kickoff session; after kickoff, the unused portion is refunded pro rata. Templates and merchandise follow their own terms on the Terms page.

Yes. Checkout offers Klarna, Affirm and Afterpay on eligible purchases, and engagements over $1,000 can also be split into three monthly payments at no interest by invoice.

The Blueprint is delivered in about two weeks. The Campaign runs four to six weeks. The Executive Concierge runs three to four months.

Yes. Oakland and East Bay clients meet me in person or by video; clients across California work with me remotely.

One with the Blueprint, four weekly with the Campaign, eight bi-weekly with the Executive Concierge. Sessions are 1:1, not group coaching.

By video, on a booking link, in Pacific Time business hours with evening slots available. You can reschedule with 24 hours' notice at no charge.

Yes. It is rewritten, not edited around the margins, and formatted for the roles you are actually targeting. One round of revisions is included.

It is built to be parsed cleanly and to survive a recruiter's first six-second read, which is the harder test. I do not use graphics, columns or tricks that break parsing.

Yes, as part of the materials work: a reusable structure plus one tailored example, so you can adapt it rather than starting over each time.

Yes, and that is where the target-setting stage matters most. I am candid about which pivots the market will fund and which need a bridge role first.

Yes. Internal moves need a documented case, a sponsor and a compensation conversation rather than a job application, and I build all three.

I price the whole package, base, bonus, equity, title, start date, and decide what to ask for. Then I either hand you the exact words or run the conversation with you, depending on the tier and what the company will accept.

It is run by a certified WNBA player agent with a law degree and 12+ years in HR. Player contracts are negotiated under real pressure on multi-component packages, the same discipline a compensation conversation needs. And the approach is built for you: research shows biased evaluators penalize Black candidates who negotiate the generic way, so I build from your market data and your read of the room, not a script.

Avoid naming the first number when you can, and give a range rather than a figure if pressed. In California you can ask for the posted pay scale before disclosing anything about yourself.

The consult, then the Blueprint. If severance is still being discussed, bring the paperwork to the consult before you sign anything.

I identify what is negotiable and what the terms mean for your search. I am not your attorney and do not provide legal advice; for a legal opinion I will tell you to get counsel.

Full-scope support across nine disciplines: talent acquisition and workforce planning, compensation and pay equity, benefits and leave, employee relations and performance, compliance and policy, global workforce and mobility, leadership development, HR technology and operations, and labor relations, M&A and transitions.

Yes. Most companies start with one thing, a classification review, a handbook, a termination plan, and expand only if it is useful.

Yes. When the work runs past roughly fifteen to twenty hours a month consistently, fractional HR or HR advisory costs less than repeated projects and I will say so.

Bay Area startups and minority-owned businesses of 10 to 150 employees, usually growing on revenue rather than venture money, at the point where HR outgrows the owner's desk. I also support larger organizations on defined projects.

Around 15 to 20 employees, or sooner if you have had to handle a termination, a harassment complaint or a leave request without knowing the correct process. Fractional support is the usual interim step.

Career tiers and templates have fixed prices. Fractional HR runs $5,000 to $10,000 a month, and HR advisory runs $2,000 to $4,000 a month. Single company projects have no set price. Each engagement is scoped to the question and quoted in writing as a fixed fee before work begins, because a handbook rewrite, a pay equity audit and a reduction in force are different pieces of work.

A published rate card either overcharges the simple work or undercharges the complex work. Scoping first means you know the total before you commit, and there are no hourly surprises.

Describe the problem in a sentence on the scoping call. You get the scope, the fee and the timeline in writing after the call.

A PEO co-employs your staff and bundles payroll and benefits at a per-employee monthly cost. I do not co-employ. You keep your own payroll and benefits and buy only the expertise you need.

An attorney gives you legal advice and represents you in disputes. I build and run the HR function so fewer disputes happen, and I bring in your counsel when a legal opinion is required.

No. Urban Human Resources is an HR consulting practice. The founder holds a J.D., which is used for risk identification and strategy: not as legal advice, and no attorney–client relationship is created.

The founder scopes and leads every engagement personally. When a specialist is brought in for a piece of the work, you are told who is doing what before it starts.

It would be, unhandled. My engagement terms prevent me from advising a company and coaching an employee on the same matter, and I decline the second engagement rather than manage the conflict.

Six stages: scoping call, document and data review, findings and risk register, the build, rollout and training, then a 30/60/90 review.

Because most of the answer is usually already in the handbook, the job descriptions or the pay data. Recommending before reading produces generic advice.

Every issue found, ranked by legal and financial exposure rather than by how easy it is to fix, with the reasoning stated so leadership can decide what to fund.

Both. Programs are designed against learning objectives, manager fundamentals, onboarding, mandatory harassment prevention, and delivered live, on site across the Bay Area or by video.

Yes. Selection, configuration, data migration and rollout on platforms such as Rippling, Gusto, BambooHR and Workday, including manager training.

Yes. I prepare managers for the meeting, write the plan and the script, and check California final-pay timing so nothing triggers penalties. The best time to call is before the meeting is on the calendar.

Yes. I build the comparator groups, run the analysis controlling for tenure and performance, identify statistically significant unexplained gaps, and deliver a phased, budgeted remediation plan with the methodology documented.

Yes, against the federal duties tests and the applicable state salary thresholds. Titles prove nothing; I look at what people actually do.

Yes: drafted or rewritten for your jurisdictions, with the reasoning behind each policy explained so your managers can apply it.

Yes, including out-of-state remote work policy, tax and registration considerations, and reconciling one handbook across several states.

Yes: selection criteria, WARN Act analysis and notice timing, severance structure, communications, and outplacement support for departing staff.

Yes, on both sides: HR due diligence on a target's liabilities and benefit gaps, then post-close integration of salary bands, titles, benefits and policy.