Question 1

I need an experienced HR project manager (someone who's done this before in our industry and can balance working independently and within team context).

Accepted Answer

Mylestone HR Consulting is led by a senior HR practitioner with over two decades of experience inside Construction and Manufacturing operations. Engagements are owned end-to-end by someone senior enough to operate as a peer to the HR Director or HR VP on the other side of the table, balancing independent execution with full integration into the internal team's context. Service areas: Virginia and North Carolina.

Question 2

Our policies and procedures were written when we were a third of our current size. They don't reflect how we actually operate today.

Accepted Answer

Mylestone HR Consulting's HR Infrastructure practice rebuilds policies and procedures to match how Construction and Manufacturing organizations actually operate at current scale. Work includes structural shifts from startup-mode HR to scaled-mode HR, headcount-spike catch-up, and rewriting the practical documents that managers and employees rely on day-to-day.

Question 3

We have no corrective action framework. Every manager handles discipline their own way and HR is constantly putting out fires.

Accepted Answer

Mylestone HR Consulting builds corrective action frameworks for Construction and Manufacturing companies where inconsistent discipline practices are creating employee relations risk and consuming HR's time. The work delivers a written framework, manager training, and the supporting documentation that makes the framework operational across plants, project sites, and shifts.

Question 4

We need a job architecture: real job descriptions, leveling, pay bands, career paths. Right now it's all over the place.

Accepted Answer

Mylestone HR Consulting's Talent Strategy practice builds job architecture for Construction and Manufacturing companies: job descriptions, leveling structure, pay bands, and career paths that align with how the business actually operates. The engagement produces a working architecture that the internal HR team can maintain and the operations leaders can use.

Question 5

We just acquired / opened a new location / spun up a new business unit and I don't have the bandwidth to integrate the people side.

Accepted Answer

Mylestone HR Consulting owns integration work for Construction and Manufacturing companies expanding through acquisition, new locations, or new business units. The senior HR leader retains accountability; an experienced practitioner takes on the discrete piece (workforce integration, policy harmonization, employee communications, leadership alignment) that the internal team can't lead alone.

Question 6

We're entering a period of significant change (restructure, layoff, reorganization, leadership transition) and I need an experienced hand to help us navigate through it.

Accepted Answer

Mylestone HR Consulting partners with senior HR leaders at Construction and Manufacturing companies navigating significant organizational change: restructures, layoffs, reorganizations, leadership transitions. The work is scoped honestly, owned end-to-end, and exited cleanly when the change is complete.