Questions before we get started?
Learn more about Advanced HR, how our solutions work, what to expect from an engagement, and how to determine whether we're the right fit.
Who we are and how we work.
What does Advanced HR do?
Advanced HR helps organizations solve people and workforce challenges, build stronger systems and management practices, and align people decisions with business needs.
Our solutions span four primary areas: Executive & HR Advisory Solutions, Management & Leadership Solutions, Diagnostic & Intelligence Solutions, and Digital Tools & Solutions.
Advanced HR is also the creator of the Future Value Framework™, a methodology for evaluating and strengthening how individuals, teams, and organizations create value as work changes.
What makes Advanced HR different?
We believe good consulting starts with understanding before prescribing.
We don't begin with the assumption that something is broken, and we don't force organizations into generic “best practices” simply because they are common. We take the time to understand what your organization is trying to accomplish, how things work today, and what the evidence tells us.
Sometimes that means identifying an important gap or opportunity. Sometimes it means confirming that something is working and doesn't need to change.
We also recognize that your time, money, and organizational resources are valuable. Our goal is to focus effort where it can make a meaningful difference—not create unnecessary work or recommend change for the sake of change.
Clients work closely with Advanced HR, and we place a high value on trust, candid conversations, responsiveness, and understanding the organization behind the engagement.
Start with the need—not the service name.
How do we know which Advanced HR solution is right for us?
You don't need to diagnose the problem or select a service before reaching out.
Our Solution Finder is designed to help. You'll answer a short series of questions about what you're experiencing, what you're trying to accomplish, and where you may need support. Based on your responses, you'll be directed toward the Advanced HR solutions that may be most relevant.
You can also schedule a free, no-obligation introductory conversation. Start with what you're trying to solve, understand, build, or improve, and we'll help determine whether an Advanced HR solution fits the need.
What is the difference between a diagnostic and a digital tool?
The simplest distinction is:
A diagnostic helps you understand something. A digital tool helps you do something.
An Advanced HR diagnostic gathers and evaluates relevant information to provide greater clarity about a particular aspect of your organization—what is working, what may not be working, where risks or gaps may exist, or where attention may be needed.
A digital tool provides a practical resource, system, or technology-enabled solution that people can use to address a specific workforce or management need.
In some cases, an organization may benefit from one or the other. In others, the two may complement each other.
What can we expect from an Advanced HR diagnostic?
Each diagnostic is designed around a specific area of organizational, workforce, management, or HR performance.
Depending on the diagnostic, information may come from employees, managers, leadership, HR, organizational documents, existing workforce information, or other relevant sources. We then evaluate that information using the methodology established for that diagnostic.
The methods, scope, and specific outputs vary by diagnostic and are defined before the engagement begins. Depending on the service, outputs may include findings, profiles, identified gaps or risks, priorities, and recommendations.
A diagnostic is designed to assess and inform—not automatically implement what comes next. If additional work is appropriate after the diagnostic, implementation or other support can be scoped separately.
Are your solutions customized?
Yes, but the level and type of customization vary by solution.
Some Advanced HR offerings use a defined methodology or structure that is applied consistently while incorporating your organization's information and circumstances. Others allow considerably more customization.
What we don't do is assume that every organization needs the same answer. The solution should fit the problem, organization, and intended outcome—not the other way around.
What is the Future Value Framework™?
The Future Value Framework™ is Advanced HR's methodology for helping organizations evaluate how people, teams, and organizational practices create value as work changes.
It looks beyond current performance alone to consider the capabilities that contribute to future value creation—including Irreplaceable Work, Adaptability, Resilience, Transferability, Scalability, and Organizational Leverage.
The framework can be used to generate insight at the individual, team, and organizational level and to help leaders make more intentional decisions about where and how to invest.
What to expect from an engagement.
Who do you work with on our team?
Every engagement requires one dedicated point of contact who serves as the primary client representative. This is typically an executive, business owner, HR leader, or another member of the leadership team.
Depending on the work, we may also engage with other executives, HR team members, managers, employees, or other stakeholders whose perspective or participation is relevant.
We will establish who needs to be involved—and why—before the engagement begins so responsibilities and expectations are clear.
How much time will our team need to commit?
We know business leaders, HR teams, and employees are already busy. We intentionally structure engagements to minimize unnecessary demands on your team while still gathering the information and participation necessary to produce meaningful results.
The commitment varies by service. Your organization may be asked to participate in meetings, complete surveys or questionnaires, provide documents or information, participate in interviews or focus groups, or provide appropriate access to systems or records.
Before the engagement begins, we'll identify what we need from your organization and who will need to be involved.
Can Advanced HR help implement recommendations or solutions?
Yes. When an engagement results in recommendations or identifies additional work that would benefit your organization, Advanced HR can often provide implementation support.
However, implementation is not included in our standard services unless it is expressly stated in the scope. It is separately scoped and priced as an additional service.
This gives you the flexibility to implement recommendations internally, engage Advanced HR for additional support, or use another resource that best fits your needs.
How are engagements structured and priced?
The structure depends on the service.
Many Advanced HR solutions are offered as defined-scope, fixed-fee engagements, including diagnostics, projects, and workshops. Ongoing advisory relationships may use a recurring fee or retainer structure, while digital solutions may use a purchase, license, or subscription model depending on the product.
Additional or implementation work is scoped and priced separately.
Most importantly, we don't want you entering an engagement wondering what you're buying. The scope, deliverables, client responsibilities, timing, and fees are established before work begins.
Do you work virtually or onsite?
Both.
Advanced HR is based in the Cincinnati/Northern Kentucky area and serves clients nationwide. Many services can be delivered effectively through a combination of virtual meetings, digital collaboration, surveys, document review, and other remote methods.
For local clients, introductory and results/debrief meetings are generally conducted in person, and some services may benefit from or require additional onsite work.
For clients outside the Cincinnati/Northern Kentucky area, onsite support is available when appropriate. Applicable travel expenses are the client's responsibility and are discussed in advance.
Make sure the engagement makes sense on both sides.
How do we know if Advanced HR is the right fit?
The best place to start is with a conversation.
Advanced HR is generally a strong fit when your organization is looking for thoughtful, evidence-informed HR, workforce, management, or organizational support—and is prepared to participate in the work necessary to achieve a meaningful result.
We may not be the right resource if your primary need is legal advice, transactional or administrative HR outsourcing, or expertise outside our capabilities. Fit also matters in how we work together: successful engagements require candid communication, appropriate access and participation, and a willingness to act on what the work reveals.
Our initial conversation is free and carries no obligation. If we don't believe Advanced HR is the right resource for what you need, we'll tell you.
Will a diagnostic automatically lead to additional services?
No.
Every Advanced HR diagnostic is designed to stand on its own. You are under no obligation to purchase another service after the diagnostic is complete.
We aren't looking for reasons to change things that don't need to change. If the evidence indicates that something is working well, that's an important finding too.
If the diagnostic identifies an issue that warrants additional action, we'll explain what we found and, when included in the diagnostic, what we recommend. You can then decide whether to address it internally, engage Advanced HR for additional support, use another provider, or take another approach.
The diagnostic gives you information. What you do next is your decision.