Business Performance & Operating Leadership
- Business performance diagnostic
- Growth or turnaround sprint
- Part-time operating lead
- Operating model or integration mandate
Contact
Let's start a conversation.
Choose the closest path: business performance, part-time HR and employee relations, or an employer-side workplace investigation. We reply to enquiries within one business day.
Send us a message
Tell us what's happening.
1205 Consulting acts for employers. If you're an employee dealing with harassment or another workplace issue, we can't act for you — but our employee resources page lists who can.
Prefer to book directly?
Book a call.
Choose an available time if a conversation is the easiest first step. Booking availability is separate from our one-business-day reply commitment.
Please use the calendar only to choose a time. Do not put employee names, allegation details, medical information, evidence, or documents in booking questions or notes.
Choose how to open scheduling
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Phone
+1 (647) 631-1205Location
Oakville, Ontario
Meetings by appointment or remote
What happens next
A simple, predictable process.
Choose the closest service path
Share your work email and a short, non-sensitive routing summary. For investigation enquiries, do not include complaint details or documents.
We reply within one business day
We acknowledge the enquiry and review fit, jurisdiction, capacity, and—where relevant—potential conflicts.
The right next step is confirmed
That may be a working conversation, a request for limited routing information, or a referral when 1205 is not the right fit.
Scope and accountability are put in writing
For an accepted mandate, the proposal identifies the lead, responsibilities, timing assumptions, deliverables, and commercial terms before work begins.
Our service areas
Where we work.
Business advisory is portable across Canada. Part-time HR and investigations are presented for Ontario workplace matters and accepted only after jurisdiction, capacity, and fit review.
Part-Time HR & Employee Relations
- HR stabilization sprint
- Part-time people lead
- Employee-relations capacity
- Separately scoped remediation
Workplace Investigations
- Employer-side fit and conflict review
- Named investigator in the proposal
- Independent fact-finding and report
- Separate findings handoff and next steps