Experienced leadership when the business needs to improve, adapt, or respond.
1205 helps organizations improve business performance, add senior part-time HR capacity, and handle sensitive workplace investigations. Every accepted mandate identifies the lead and defines the scope and boundaries.
Founder-ledReply within one business day
Selected clients
In practice since 2019Operator-ledOakville, Ontario
Many engagements are confidential. References are available where appropriate.
Three ways 1205 can help.
Each path explains the fit, boundaries, and next step.
Business Performance & Operating Leadership
For stalled performance, unclear accountability, a leadership gap, integration, or a business model that needs to change.
Explore business performancePart-Time HR & Employee Relations
For employers with Ontario operations needing senior HR leadership, employee-relations capacity, or a defined stabilization mandate.
Explore part-time HRWorkplace Investigations
Employer-side external fact-finding for Ontario workplace matters, subject to fit, jurisdiction, conflict, and capacity review.
Explore investigationsPlanning a Canadian expansion? Explore Market Entry
View all services →Outcomes, not service claims.
A 12-month operating transformation that recovered five years of margin erosion at a $200M manufacturer.
Three plants, one executable roadmap: order-to-ship time cut 35%, system uptime at 99.7%, and $4.2M in annual savings on the P&L.
Read the engagement
A founder-led healthcare network built the strategy and operating discipline required for its next stage.
A five-pillar strategy, more than 30 initiatives, and a new governance cadence helped the organization navigate disruption while growing revenue 38% year over year.
Read the engagement
A UK mining-analytics platform built into a 12-client enterprise business in Canada.
Fractional operating leadership, Natural Resources Canada partnership, and enterprise business development over 18 months — $3.8M+ in contract value and every client renewed.
Read the engagementSenior operating judgment. Named accountability.
The practitioner mix is matched to the work. Responsibility for an accepted mandate does not.
Ghaleb El Masri
Founder & Managing Director
COO and Chief Transformation Officer roles inside multinational businesses; Joint Global Executive MBA, Columbia Business School and London Business School.
Ghaleb leads the initial diagnosis and scope. Each written proposal then identifies who will lead, deliver, review, communicate, and sign off. For an investigation, the named investigator retains responsibility for evidence, interviews, analysis, findings, and report signature.
About Ghaleb and 1205Delivery standard
One named senior lead
Accountable from scope through delivery.
One written mandate
Outcome, timing, roles, and fees agreed before work begins.
Capability transferred
Systems and ownership remain with the client after the mandate.
From a difficult situation to a defined mandate.
Start with the situation
Tell us where the business is stuck, exposed, or trying to go. The first conversation clarifies the decision and fit.
Agree the mandate and team
We define the outcome, responsibilities, timing, practitioner mix, review points, and fees in writing.
Execute, review, and hand back
A named lead owns delivery. The engagement ends with clear decisions, documentation, and internal ownership.
What leaders usually want to know first.
1205 works primarily with owner-led and mid-market companies facing a growth, performance, people, or transition issue that requires experienced operating judgment. We also support selected international companies establishing and growing Canadian operations.
Business performance mandates can be scoped across Canada. Part-time HR and workplace investigations are currently positioned for employers with Ontario operations and for Ontario workplace matters. Geography, jurisdiction, fit, conflict, and practitioner capacity are confirmed before work is accepted.
Each accepted proposal names the proposed lead and any other practitioner, states their roles and capacity, and defines who is responsible for delivery, review, communication, and sign-off. If suitable capacity cannot be confirmed, the mandate is not accepted in that form.
They depend on the responsibility, duration, practitioner mix, and urgency involved. After the initial conversation and fit review, 1205 provides a written scope covering the outcome, roles, timing, review points, and investment. No work begins until the mandate is agreed.