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Operational Design: workflows built on purpose, not by accident
Most operations grew one workaround at a time. Handoffs multiply, nobody owns the whole process, and growth makes it worse. Leaders can feel the drag but can't see where it comes from.
What we do
Map how work actually flows today, with the staff who do it, not just the org chart.
Overlay time, staffing and cost data to find the bottlenecks and rework.
Redesign the process with your team, then pilot it in one site or department before rolling it out.
Hand off an implementation plan with owners, dates and quick wins in the first 30 days.
What you get
Current- and future-state workflow maps, a written redesign with roles and decision points, an implementation plan, and a 90-day check-in on the measures you chose.
Who it's for: Organizations adding sites, programs or services; teams that have merged or restructured; leaders who hear "that's just how we do it" too often.
Workforce & Staffing Models
The right people in the right roles, at a budget you can sustain
Funding is tighter, demand is up, and the instinct is to freeze hiring and stretch everyone. That costs you your best people. The alternative is to know, with data, which roles are overloaded, which are duplicated, and what each position actually needs to do.
What we do
Review staffing ratios, wage distribution, licensure and site coverage against real workload.
Rewrite job descriptions to match the work and the regulations.
Build career pathways, coaching guides and performance standards supervisors can use consistently.
Evaluate and manage outsourcing and BPO partners when that is the right call.
Automate onboarding and offboarding from your HRIS, so a new hire's accounts, training assignments and equipment are ready on day one and a departure closes every door the same day.
What you get
A staffing model with recommended changes and cost impact, role-by-role performance standards, a retention plan, and the tools to run it.
Who it's for: Health centers, private practices and nonprofits absorbing budget cuts or payer changes; organizations with turnover they can't explain; teams weighing outsourcing; HR leads tired of onboarding by spreadsheet.