Fractional CHRO
CAIA Assessment
How I Work With Legal Counsel
Clear roles. Better decisions. Less noise.
Strong HR leadership doesn't replace legal counsel. It makes legal involvement more effective.
My role brings clarity, structure, and judgment. Legal input is used where it matters most.
The Relationship, Defined
Clear Boundaries
I am not an attorney. I don't practice law. I don't give legal advice.
I operate as senior HR leadership with strategic clarity.
What I Bring
  • Know when legal input is needed
  • Prepare issues with precision
  • Reduce unnecessary escalation
  • Translate guidance into action
That separation is intentional. It protects everyone.
Legal Engagement
When I Involve Legal Counsel
1
High-Stakes Risk
When risk is escalating or significant exposure exists.
2
Precedent-Setting Decisions
Actions that could shape future obligations or patterns.
3
Termination Exposure
Separations carrying legal, reputational, or financial risk.
4
Privileged Investigations
Matters requiring attorney-client privilege protection.
5
Workforce Reductions
Planned layoffs, RIFs, or restructuring initiatives.
Not every issue needs a lawyer. But the right ones absolutely do.
How I Prepare Issues for Counsel
Good preparation saves time and cost. It ensures counsel can focus on what matters.
Clarify the Decision
Define what's actually being decided, not just the problem.
Separate Facts from Opinions
Present objective information. Remove speculation and bias.
Complete Documentation
Ensure all relevant records are organized and accessible.
Identify Realistic Options
Outline viable paths forward with context on each.
Frame Business Context
Explain operational realities, timelines, and constraints.
This approach allows counsel to focus on risk assessment, not cleanup.
Execution
How Legal Guidance Is Applied
Legal advice is only useful if it's applied well. Strategy without execution creates confusion.
My role bridges the gap between counsel's recommendations and real-world implementation.
Translate to Action
Convert legal guidance into clear, practical steps.
Align Leadership
Ensure leaders understand what must be done and why.
Balance Risk and Reality
Manage risk without paralyzing operations.
Ensure Consistency
Apply decisions uniformly across similar situations.
Legal input becomes part of leadership execution, not a blocker.
AI, HR, and Legal Oversight
AI introduces new questions. Technology is moving faster than regulation.

When AI influences HR decisions, I work with counsel to ensure risk is managed proactively.
Clarify Accountability
Define who owns AI-driven decisions and outcomes.
Ensure Human Oversight
Build safeguards for human review and intervention.
Align with Expectations
Stay current with evolving legal and regulatory standards.
Address Colorado AI Act
Apply considerations when applicable to your business.
This keeps AI risk managed, not ignored.
Prevention
What This Prevents
The right approach prevents common pitfalls that slow decisions and increase costs.
Over-Lawyering Routine Issues
Not every question needs legal review. Strategic judgment prevents waste.
Delayed Decisions
Clear preparation and appropriate escalation keep momentum.
Conflicting Guidance
Coordinated counsel engagement eliminates mixed messages.
Fear-Based Leadership
Leaders act with confidence, not paralysis.
Unnecessary Legal Spend
Targeted involvement reduces costs without increasing risk.
Good HR leadership makes legal involvement calmer and more targeted.
What This Is Not
Legal Shielding
This isn't about hiding behind lawyers or avoiding accountability.
Box-Checking
Compliance isn't enough. Judgment and strategy matter.
Risk Avoidance at All Costs
Zero risk means zero progress. Balance is the goal.
It is thoughtful decision-making with the right expertise at the right time.
Why This Matters to Leaders
Leaders don't need more opinions. They need clarity and confidence.
The right HR and legal partnership creates momentum, not friction.
Speeds Decisions Up
Clear processes and preparation eliminate delays.
Reduces Stress
Leaders know what's needed and when to escalate.
Improves Defensibility
Decisions are documented, consistent, and sound.
Protects Business and People
Risk is managed. People are treated fairly.
That's the goal. Better decisions, faster execution, stronger outcomes.
Let's Talk
If legal questions keep slowing HR decisions down, there's usually a leadership gap, not a legal one.
A short conversation can clarify where you need support.
What We'll Discuss
  • Where counsel is truly needed
  • Where HR leadership should own decisions
  • How to reduce friction and increase speed