Consulting & Client Services

Delivering high-touch, high-impact consulting rooted in strategic HR expertise. We partner with clients to co-create solutions that drive performance, elevate culture, and align talent with business goals—across industries and geographies.


Relationship Management with Complex Client

Building trust across matrixed organizations and executive teams. We manage nuanced stakeholder relationships with empathy and precision, ensuring alignment, transparency, and long-term partnership success.

startup & program launch expertise

Launching scalable programs from the ground up—whether for early careers, DE&I, or leadership development. We bring startup agility and enterprise discipline to every initiative, ensuring rapid deployment and lasting impact.

Scope, Quality, and Budget Oversight

Managing multimillion-dollar initiatives with rigor and accountability. From $12M L&D portfolios to global rollouts, we oversee scope, quality, and budget to deliver measurable results and stakeholder confidence

Analytical Reporting & Strategic Insight

Turning data into direction. We develop executive-ready reports that surface key themes, costs, and opportunities—informing decisions around talent, engagement, and organizational effectiveness


At Dillingham Consulting, we guide organizations through every phase of the employee life cycle—strategically and compassionately. From attraction and recruitment to onboarding, development, retention, and offboarding, we design people-first solutions that align talent with business goals. Leveraging decades of experience in strategic HR leadership, program architecture, and global workforce planning, we help clients build inclusive cultures, launch scalable programs, and make data-informed decisions that elevate performance and engagement. Whether it’s crafting competency models, delivering DE&I training, or optimizing succession planning, our approach is rooted in equity, impact, and legacy.


 
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employee life cycle

There is a Life Cycle in HR that takes you from inception to termination of your career.  The Life Cycles are as follows:

Recruitment - This foundational stage encompasses all activities leading up to and including the hiring of a new employee. At Dillingham Consulting, we support clients in building strategic recruitment plans tied to business forecasts—identifying target schools, leveraging digital assessments, and executing inclusive branding campaigns. With global staffing experience across the U.S., U.K., and Singapore, we help organizations attract top talent while streamlining processes for consistency and equity.

Onboarding - Onboarding is a critical transition phase where new hires are formally integrated into the organization’s systems and culture. We guide clients in establishing seamless onboarding workflows—ensuring timely access to HRIS platforms (Workday, ADP, SAP, etc.), applications, and tools. Drawing from Geynille’s success designing week-long orientations and standardized procedures for graduate hires, we help organizations foster engagement from day one.

Orientation - Orientation deepens the employee’s connection to the organization. It’s where new hires begin to understand the company’s values, build relationships, and define their role. We specialize in crafting immersive orientation experiences that reflect corporate culture and promote belonging—leveraging proven strategies that increased applicant engagement by 40% and drove 99% retention in early career programs.

Engagement & Retention - This stage focuses on growth, planning, and long-term alignment. We help organizations implement career development frameworks, personality assessments, and performance-based planning tools that support employee maturity and mobility. With a track record of leading talent reviews, managing promotion budgets, and reducing attrition through targeted engagement initiatives, Dillingham Consulting empowers clients to retain top performers and build future-ready teams.

Succession Planning - Succession planning is more than preparing for the next role—it’s about preserving institutional knowledge, nurturing future leaders, and ensuring business continuity with intention and equity. We partner with organizations to build robust succession frameworks that identify high-potential talent, define critical roles, and align development pathways with long-term strategy. Drawing from our experience leading talent reviews, competency model design, and Hi-Po identification across global teams, we help clients embed succession planning into their culture—not just their calendar.

Termination - Termination and offboarding are pivotal moments that require clarity, compassion, and compliance. We support organizations in navigating these transitions with dignity and strategic foresight. Drawing from our experience overseeing employee relations across the U.S., U.K., and Singapore—including officer-level terminations and global staffing—our approach ensures legal integrity, reputational protection, and a respectful employee experience. We help clients develop standardized offboarding procedures, manage sensitive ER matters, and implement exit surveys that surface actionable insights. Whether handling individual separations or broader workforce shifts, we bring emotional intelligence, policy expertise, and a commitment to preserving organizational culture through every departure.