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Three ways to work with 1205

Start with the situation your organization needs to solve.

Business performance is the core advisory practice. Part-time HR and workplace investigations are distinct employer-side services with their own fit, geography, and acceptance criteria.

Discuss your situationCompare the three services

Business advisory across CanadaEmployer-side HR and investigations focused on Ontario operations

Primary services

Three distinct paths. Clear boundaries.

Across Canada

Business Performance

For stalled performance, unclear accountability, a leadership gap, integration, or a business model that needs to change.

Explore business performance →

Ontario operations

Part-Time HR

For employers that need senior part-time HR leadership, finite employee-relations capacity, or a defined stabilization mandate.

Explore part-time HR →

Ontario workplace matters

Workplace Investigations

Employer-side external fact-finding, subject to fit, jurisdiction, conflict, competence, and practitioner-capacity review.

Explore investigations →
Additional capabilities

Brought into a mandate where they fit.

These routes remain available for specific needs. They are supporting capabilities, not nine equal promises of standing capacity.

Strategy & Execution

Scoped strategy and execution support brought into a business-performance mandate when the required leadership and capacity are confirmed.

Part-Time Operating Leadership

Part-time operating leadership may be proposed after the named operator, actual capacity, responsibilities, and commercial terms are confirmed.

Culture & Remediation

Defined culture or remediation work may follow a diagnosis or completed investigation under a separate scope, conflict review, and capacity check.

Canadian Market Entry

Canadian market-entry operating support offered as a scoped business-performance mandate; legal, tax, and regulated advice remain with qualified advisors.

Family Business Advisory

Operating-model, governance, and succession support for family enterprises, accepted as a defined business-performance mandate.

Leadership Development

Coaching and leadership-development modules brought into a defined operating or people mandate when practitioner fit and capacity are confirmed.

How engagements begin

Fit first. Then a defined mandate.

  1. Initial fit review

    We clarify the situation, the relevant geography or jurisdiction, and whether 1205 is an appropriate starting point.

  2. Written scope and named responsibility

    An accepted mandate identifies the lead, delivery roles, responsibilities, timing assumptions, deliverables, and commercial terms.

  3. Confirmed delivery and handoff

    Capacity and review points are confirmed before work begins, with a clear end state and ownership after the engagement.

Discuss your situation