HR, coaching, and governance

Building strong families behind strong businesses

What’s blocking growth isn’t always in the P&L

  • Succession uncertainty: No clear roles, unclear timelines, rising tension
  • HR by default, not design: Policies exist, but don’t drive performance
  • Talent bottlenecks: Family vs external hires. No consistent evaluation or onboarding
See How We Solve this
Why HRBx

How we can help growing the business without losing the family touch

  • Family-context first: We map roles and decision rights that respect family values
  • Systemic HR, not paperwork: Performance, compensation, hiring, coaching aligned to strategy
  • Measurable outcomes: Conflict reduction, retention uplift, time-to-fill reduction, faster transitions
Explore our approach

How we can help (without losing the family touch)

Succession Planning & Governance

Clarity on roles, decision rights, and transition roadmaps

HR Systems for Family Businesses

Performance, compensation, hiring, and policies designed for family and non-family roles

Leadership & Coaching (Family + External)

Coaching for founders, next-gen, and CXOs to align goals and behaviors

Structured, neutral processes to resolve disputes and reset norms

Results that matter to both the boardroom and the dining table

40% faster leadership transitions

30% improvement in key-role retention

Conflicts reduced with documented governance and decision rights

Time-to-hire for critical roles cut by 30 days

See case studies
How we work

From assessment to outcomes in 90 days

Neutral facilitator. Founder‑led engagement. Confidentiality‑first.

1.
Diagnose

Confidential family + org assessment, HR maturity, role clarity

2.
Design

Governance, HR systems, leadership coaching plan

3.
Deliver

Pilot in 90 days, then scale

who we work with

Built for founders, next‑gen, and advisors

  • Founders: preserve legacy, reduce friction, enable faster decisions
  • Next‑Gen: professionalize and grow with clarity and coaching
  • Advisors: legal, wealth, tax—integrated engagement for smooth outcomes

Frequently Asked Questions

How do you handle conflicts between family members?

We use a neutral, structured process with agreed guardrails, documented decision rights, and clear follow‑through.

What does a succession roadmap include?

Role charters, transition timelines, KPIs, communication plan, and governance triggers.

Can we professionalize HR without replacing family leaders?

Yes. We design systems that support family and non‑family roles with clear criteria, not titles.

How long does a pilot take?

90 days for Diagnose–Design–Deliver, followed by quarterly scale‑ups.

Is our information confidential?

Absolutely. Confidentiality‑first is baked into every engagement.

Family Business HR Health Check
Answer 5 questions.
Get your readiness score across governance, HR systems, and leadership alignment
plus a tailored next‑step plan.
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