Welcome to Tribal Treehouse
We Energize Tribes!
Welcome to Tribal Treehouse
We Energize Tribes!
Strategic HR Solutions
Our Fractional HR Services are available in flexible 120-hour retainable blocks, allowing you to access expert support of 120-480 hours per retainment without committing to a full-time hire. This structure ensures scalability and cost-efficiency while keeping your HR initiatives moving forward. Hours can be used across various services based on your evolving priorities. Our services include, but are not limited to:
Foundational Support: Designed for startups and small organizations building their HR infrastructure from the ground up. We provide essential services such as mission, vision, and values development, compliance audits, handbook creation, job descriptions and role clarity, and onboarding system setup.
Interim HR Leadership Support: We provide immediate HR support to stabilize your people operations while you recruit for a permanent hire. We deliver full-scope, strategic and operational HR support—ensuring continuity in compliance, employee relations, onboarding, and leadership counsel. In parallel, we assist in recruiting and vetting your next full-time HR leader, so you can move forward with confidence and clarity. This solution is designed to relieve the pressure, restore HR continuity, and give your leadership team the space to make a thoughtful, long-term hiring decision.
HR Assimilation: We help newly hired HR professionals quickly acclimate to their role by providing strategic guidance, organizational insight, and operational alignment. This service ensures your new HR leader has the support to integrate seamlessly and drive impact within their first 90 days.
HR Audit: We organize and review HR documentation to ensure compliance with current regulations while identifying gaps and risks. This service also prepares your HR department for future internal/external audits, including readiness for ISO and other industry certifications.
Onboarding System Enhancement: We improve onboarding procedures to facilitate seamless integration for new employees, ensuring a positive and consistent first impression. Our approach strengthens early engagement, reduces ramp-up time, and aligns new hires with company values and expectations from day one.
Facilitator: Ellareya Gilmore, SHRM-CP
Talent Optimization: We help organizations identify, develop, and elevate management capabilities, ensuring alignment with company goals and fostering a culture of continuous growth. We partner with HR and leadership to assess where each manager fits within the 9-Box Grid, a framework that evaluates current performance and future potential. This structured approach provides a clear visual representation of strengths and areas for development, enabling data-driven decisions about leadership growth and succession planning. To accurately position managers within the grid, we use a combination of past performance reviews, curated assessments, and targeted evaluation questions. From there, we develop personalized Individual Development Plans (IDPs) that focus on enhancing competencies, addressing skill gaps, and setting actionable goals to drive personal and professional growth.
Facilitator: Ellareya Gilmore, SHRM-CP
Third-Party Unbiased PIP (Performance Improvement Plan) Administration: Addressing performance concerns is a delicate process that requires fairness, compliance, and professionalism. We provide guidance to ensure that businesses handle performance challenges objectively, ethically, and effectively while safeguarding against bias claims. Before initiating a PIP, we conduct a thorough audit to determine if the plan is warranted. We assess past performance records, disciplinary history, and company policies to ensure the decision is justified, objective, and compliant with best practices. Once a PIP is deemed appropriate, we serve as an unbiased third-party administrator, helping leadership and HR clearly define expectations, set measurable goals, and outline corrective actions. Our approach fosters employee accountability and growth, ensuring the PIP is a constructive development opportunity rather than a disciplinary measure. Throughout the PIP period, we conduct bi-weekly check-ins with leadership and HR to track progress, document milestones, and provide coaching strategies. This continuous oversight ensures consistency, transparency, and fairness in the process. After the PIP, we work with leadership and HR to determine the appropriate next steps, whether that means successful performance improvement, reassignment, or transitioning to a separation process.
Facilitator: Ellareya Gilmore, SHRM-CP
Third-Party Unbiased Workplace Investigation: Handling workplace concerns requires objectivity, discretion, and thoroughness. We help organizations navigate sensitive issues with professionalism, compliance, and fairness, ensuring a credible, transparent, and ethical sound process. Our structured and impartial approach consists of:
Scope & Planning: We begin by reviewing the reported concerns, identifying key parties, and formulating a clear investigation plan with defined objectives.
Confidential Interviews & Evidence Review: We conduct impartial interviews with complainants, respondents, and witnesses while maintaining confidentiality and encouraging open communication. Relevant documents, emails, and records are thoroughly reviewed to gather and verify evidence.
Analysis & Findings: Collected data is analyzed for patterns, inconsistencies, and corroborative evidence. We assess the credibility of sources to ensure findings are accurate, fair, and fact-based.
Comprehensive Reporting & Recommendations: A detailed report summarizes the investigation process, factual findings, and any policy violations. Based on our findings, we provide actionable recommendations for corrective measures, policy updates, or training initiatives to prevent future issues.
Facilitator: Ellareya Gilmore, SHRM-CP
Leadership Development Workshops
Our workshops are immersive, full-day learning experiences designed to elevate leadership effectiveness, team cohesion, and organizational culture. Each session is grounded in real-world insights, case-based learning, and interactive exercises that allow participants to apply strategies immediately. These workshops are ideal for organizations seeking to empower leaders with the tools to navigate complex people dynamics and foster sustainable engagement.
The Engagement Edge Workshop is an immersive leadership development experience built to elevate engagement, improve workplace culture, and sharpen leadership effectiveness. Rooted in real-world insights and case-based learning, this full-day session challenges leaders to critically evaluate how their leadership and communication styles shape employee performance, trust, and alignment.
Through scenario-driven exercises, reflective assessments, and bold discussions, participants explore the psychology of organizational “buy-in” and the pow er of intentional leadership.
Facilitator: Ellareya Gilmore, SHRM-CP, William Funderburg
The Synergy at Work Workshop is a full-day experience that equips leaders with the skills to cultivate strong, trust-based relationships with employees in both unionized and non-unionized environments. Rather than taking a pro- or anti-union stance, this workshop challenges leaders to critically examine workplace dynamics, communication barriers, and the psychology of employee relations through real-world case studies and high-impact labor strategies. Participants will develop practical, non-partisan approaches to fostering collaboration, reducing conflict, and strengthening workplace cohesion by analyzing how successful organizations navigate complex labor environments.
Facilitator: Ellareya Gilmore, SHRM-CP, William Funderburg
