Expert Consulting Solutions for Talent Strategy, Human Resources and Career Milestone Coaching
Our Services
Talent Strategy & Insights
Unlock employee impact by assessing and designing your organization’s Talent Strategy. Understand what employees need and want through thoughtful insights. Build actionable plans and make edits to existing policies, programs and organizational design. Talent Strategy is found in all aspects of a truly engaged workforce, lowering attrition and driving results.
Impactful talent strategy is not just a north star or for executive focused programs. Talent strategy is in the every day interactions employees have within a company. Gabriel Consulting Services is here to build and enhance every day moments through large campaigns to drive business results through employee engagement.
We have worked across multiple industries, with specific focus in non-profit, financial services, healthcare, telecommunications and tech.
Human Resources Projects & Programs
Use a trusted HR executive who has sat in the decision making seats to help drive change. Gabriel Consulting has over two decades of senior leadership experience as a C-Suite advisor, HR Business Partner and Head of Talent. This unique perspective allows clients to benefit not just from project or program completion, but guidance and knowledge of how HR work can live on and evolve. We can assess gaps, run RFPs and program design for all areas of HR and Talent. Consider us your own HR PMO!
As the skill sets organizations need continues to evolve, we can build programs for leadership, training, succession and development for all levels of an organization. We assess and enhance HR policies, procedures and handbooks. We support and drive implementation by building change management plans and organizational designs. Trust someone who has sat in the decision making seat, knows how to manage stakeholders and has seen HR programs successfully implemented.
Career Milestone Coaching
Introducing Career Milestone Coaching. If you are seeking an industry change, first time leader, newly a leader of leaders, new parent, caring for loved ones - all milestones that can impact your ability to execute at the next level. Gabriel Consulting offers flexible plans for on-demand coaching through moments that matter. Have a trusted executive in your corner, who has sat in that seat, to help guide you when new speed bumps arrive. Coaching isn’t just for the most senior.
We provide strategic advisory for ongoing growth, we can support career moments or simply be a personal HR Business Partner. Aiding organizations and clients with achieving their goals by focusing on the individual’s whole self and ability to naturally lead.
About Gabriel Consulting Services
With over 20 years of executive HR leadership, Jaime Gabriel is the founder of Gabriel Consulting Services. She brings deep knowledge of strategic HR partnership, organizational transformation and talent strategy. A true business partner with a keen ability to deeply listen to find the questions behind the questions. Jaime fundamentally believes work can be human. She is an authentic leader who has proven success sitting in the same seats as our clients. Gabriel Consulting Services understands what a client needs because we have been there too. This allows for fast results, meaningful impact and great partnerships.
Use Cases
Applicant Tracking System (ATS) Conversion
We partnered with a client to transform their applicant tracking system by first conducting a full gap assessment—evaluating what was working in their current recruiting workflow and where inefficiencies existed. We mapped and documented the end-to-end process to ensure visibility and alignment across teams. From there, we led a comprehensive RFP process, engaging procurement and legal to identify and secure the right technology partner. Beyond implementation, we built a robust change management strategy that included targeted training, key leader communications, change collateral, and the development of internal change champions. This approach ensured not only a smooth technology rollout but also deep adoption and long-term impact across the talent function.
Aligning The Employee Voice
To strengthen organizational culture and clarity, we partnered with leadership to refine and refresh company values—ensuring they authentically reflected the employee experience and strategic direction. Once aligned, we translated these values into accessible language and actionable behaviors. To support adoption, we created spot training resources for leaders, including “meetings in a box” to make team conversations simple and impactful. We launched a multi-channel internal marketing campaign using employee portals, digital signage, and physical assets to build awareness. The rollout culminated in a company-wide celebration, reinforcing pride and shared purpose. Most importantly, we embedded the new values across key employee touchpoints: handbooks, portals, recognition platforms, and performance systems—ensuring lasting integration into how work gets done.
Valuing the Employee Value Proposition
We supported a client in uncovering what truly made their organization a great place to work by deeply listening to employees through surveys, listening sessions, and open forums. Rather than prescribe solutions, we partnered with leadership to co-create meaningful responses to areas of improvement—embedding accountability through employee councils, regular town halls, and ongoing feedback loops. Using employees' own words, we crafted a compelling and authentic employee value proposition that reflected real experiences and aspirations. Because it was built from the inside out, leaders at all levels could genuinely connect with the message and incorporate it into everyday conversations, reinforcing a culture of trust, transparency, and pride.
Updating Onboarding
We helped a client completely revamp their onboarding experience to ensure new hires felt seen, valued, and set up for success; not stuck behind a screen wondering if they made the right choice. Starting with a clear-eyed look at the first days and weeks, we built a multi-part onboarding journey that prioritized what matters most early on: essentials like payroll, benefits, and team dynamics. We deferred complex content like performance management to just-in-time delivery, when it would be relevant and retained. We also modernized the experience by automating routine tasks through technology, freeing up in-person time for collaboration, connection, and culture. The result was an onboarding program that reflected the pride of hiring great talent—and made sure they felt it, too.
Readying First Time Leaders
A promotion should be more than a pat on the back—it’s a pivotal career moment that deserves structure and support. We worked with our client to build a foundational experience for first-time leaders, starting with the basics. We created a dynamic, electronic “textbook” featuring short, YouTube-style videos that walked new leaders through essential tasks—daily, weekly, monthly, and annually. Easy to update and aligned with real-time needs, this tool became a resource not only for new leaders, but also for experienced ones through regular updates. To complement the tactical side, we launched a quarterly leadership cohort—an interactive experience that focused on the soft skills of leadership, authenticity, and performance management. Through peer connection, mentorship, leader panels, and optional coaching, new leaders built both confidence and community from day one.
Strategically Guiding Talent
Traditional talent assessments can be valuable—but too often, they’re annual exercises that gather dust. Our client wanted something more sustainable, actionable, and human. We partnered with them to build a strategic talent planning program that emphasized progress, accountability, and real alignment between individual ambition and organizational need. At its core were regular touch points,every 4–6 weeks, with a HR team member to track progress, surface gaps, and raise early flags. This structure encouraged meaningful conversations between leaders and employees, driving clarity around goals and feasibility. While not always easy, it fostered transparency, allowed for course correction, and ensured talent development became an ongoing dialogue, not a once-a-year formality.
Contact Us
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