Get the most from your
workplace initiatives
Perelaks helps companies optimize results by aligning business goals with people and culture.
We bridge the gaps that can happen as strategic initiatives move into implementation and adoption, helping companies achieve the intended results of program, process and policy changes. We have 25+ years experience in launching new initiatives or evaluating where existing efforts may be falling short — and using HR best practices combined with communication and change management to help our clients achieve exceptional outcomes.
Services Portfolio: Advisory | Implementation | Support
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Companies have big plans… Perelaks helps them create a compelling strategic framework for effectively launching HR, people and other workplace initiatives.
We start by bringing stakeholders together to align on vision, priorities and aspirations, incorporating business goals, industry trends and key people metrics to ensure organizational fit and measurable outcomes.
We also take into account the diversity of today’s workforce to capture the value of insights from all experiences, backgrounds, and perspectives.
Examples of the work we do:
✔ Strategic positioning of major workplace initiatives such as RTO; organizational realignment; culture transformation.
✔ Corporate or functional mission, vision, values.
✔ Topic or issue-specific strategic positioning (e.g., pivoting certain business practices such as corporate DEI).
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Are your key talent management or other HR or workplace programs, processes and policies delivering the intended impact and providing opportunities for all employees to participate and thrive in their careers?
Perelaks helps companies optimize:
Help you tackle the common challenges that prevent talent programs from achieving their intended impact on hiring, development, promotion, engagement, and retention.
Conduct in-depth analysis of programs and policies to identify gaps and barriers to ensure pathways to participation and success for all employees.
Prioritize changes that will make the greatest impact, whether through program design updates, targeted training, improved communication, or effective change management.
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Great communication and change management ensure that your key HR programs have the intended impact.
Perelaks can partner with your company to:
Create change management plans that minimize disruption and drive adoption, with a focus on preparing stakeholders with the information and skills they need to navigate the change successfully.
Design engaging communications that connect with employees and other internal and external stakeholders to build trust.
Foster alignment between leadership and teams to ensure smooth transitions.
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Perelaks provides practical ad hoc guidance key day-to-day HR challenges and questions that every organization faces.
While we don’t provide legal advice, we can provide perspectives on how other organizations have handled similar situations; what considerations to take into account; and potential strategies for response and messaging.
Areas of focus:
HR communication and change management challenges
Trending DEI practices and how they might apply to your organization
Driving Impact: Sample Projects
I specialize in helping organizations align strategy, people, and processes to drive business results. Whether navigating enterprise-wide transformation, optimizing talent programs, or mitigating organizational risks, I help my clients execute complex initiatives that require functional expertise, stakeholder engagement and change management and communication.
Here are a few examples of how I’ve helped organizations tackle critical workforce challenges and achieve measurable success.
Achieving complex multi-stakeholder integration in novel health care transformation initiative
Challenge: A Fortune 50 company launched a regional health care transformation initiative to improve quality and reduce costs, requiring seamless integration across multiple stakeholders.
Solution: Led the PMO team responsible for change management and communication, ensuring alignment across third-party administrators, health insurers, and local health systems.
Impact: Delivered all project milestones on time, enabling a smooth program launch that ensured company, provider, administrator and employee awareness of and ability to effectively navigate the change.
Upskilling managers to confidently make better pay decisions
Challenge: A global data and technology company needed to ensure managers understood and applied pay transparency and compensation planning best practices.
Solution: Designed and implemented a company-wide learning and adoption strategy, embedding compensation principles into manager decision-making processes and providing resources for sustainability.
Impact: Achieved nearly 100% compliance, reducing compensation inconsistencies and strengthening employee trust in pay practices.
Equipping employees to navigate a highly complex health plan transition
Challenge: A global automotive company needed to transition 3,000 employees to a new health care plan under changing U.S. regulations, requiring selection from a new list of highly customizable health plans.
Solution: Developed and executed a high-visibility health care choice campaign to educate employees, improve engagement, and minimize disruption.
Impact: Achieved a seamless transition with high employee confidence and adoption rates, supporting broader business commitments to employees.
Overcoming institutional barriers to ensure fair and consistent talent decisions
Challenge: A global manufacturer’s talent management programs were misaligned with business and people goals, leading to inconsistencies in hiring and promotion decisions.
Solution: Conducted a root-cause assessment and implemented a comprehensive remedial plan, including program redesign, leader and manager training, and targeted communication.
Impact: Delivered measurable improvements in hiring and promotion rates, strengthening talent pipeline integrity.
Mitigating organizational risks in ungoverned Employee Resource Groups
Challenge: A U.S. technology company’s 200+ ERGs operated without standardized governance, creating risk exposure and operational inefficiencies.
Solution: Led an enterprise-wide assessment, established governance frameworks, and implemented a structured change management plan to align ERGs with business goals while preserving employee engagement.
Impact: Reduced risk exposure, enhanced strategic alignment of ERGs, and maintained high employee engagement scores.
Aligning Board expectations and management actions to drive enterprise-wide change
Challenge: A 17,000-employee U.S. agricultural company’s Board required a comprehensive assessment of its diversity and inclusion strategy to ensure alignment with enterprise objectives and best practices.
Solution: Reported directly to a special Board subcommittee, provided comprehensive evidence-based insights and recommendations, and built a roadmap for execution.
Impact: Earned unanimous Board approval, secured commitment for a second phase of implementation, and positioned the company for sustainable progress in diversity and inclusion that was appropriate to the organization’s unique history, philosophy and culture.
Our guiding principles for getting the most from your workplace initiatives:
Even when following best practices, implementations can take many paths; every organization should identify the unique one that’s right for them.
Multiple types of data should inform program design and administration, not just measure the outcomes.
Initiatives should be designed to create multiple avenues to successful adoption and participation.
Do fewer things, better; be practical about resources and the organization’s capacity to absorb change.
Organizational change almost always requires behavior change; encourage new ones by teaching actionable skill sets.
Mitigate risk through proactive communication and change management.
Encourage productive debate — especially contrarian views, as hearing everyone out is critical to successfully launching and sustaining critical initiatives.