Trusted by founders building companies from 20 to 150 employees.
Senior-level HR expertise without the full-time overhead.
Embedded support. Practical solutions.
Results you can measure.
You didn't build a company to spend your time on HR. But here you are.
Fielding employee questions, navigating a tricky termination, wondering if your policies are actually protecting you, trying to hire fast enough to keep up with growth.
That's not a gap in your skills.
It's a gap in your infrastructure.
Maybe you're the founder still running it all — making people decisions that feel consequential because they are, without anyone experienced in the room to pressure-test them.
Maybe your last HR person just left — or you've never had one — and the work doesn't stop just because no one owns it.
Maybe you're scaling fast. New states, new roles, new risks that didn't exist six months ago.
Wherever you are, that's where I start.
What Makes This Different
Senior expertise. Every engagement.
You get one person — experienced, accountable, embedded. Not a firm with rotating junior consultants. Not a generalist with a template.
Built to transfer.
The goal is never dependency. When I'm done, your policies are solid, your managers are more confident, and your HR infrastructure can carry the next phase — with or without me.
At your pace.
I work at the pace of real business. Fast where it needs to be fast. Thorough where it needs to be thorough. You won't get a 90-day strategy deck when you need an answer today.
Proof Points
Work that holds.
Case 01
A company's leadership team wanted to elevate internal team dynamics. They wanted to shift the culture deliberately, starting at the top. I brought a strengths-based framework into their leadership team — not as a team-building exercise, but as a foundation for how they communicated, made decisions, and held each other accountable. The language from that work is still in the room one year later.
Case 02
A growing company had just crossed an employee threshold that triggered new federal leave obligations and had no system in place to manage it. Leave requests were handled inconsistently, supervisors didn't know what they could ask, and the legal exposure was real. I built a leave management framework designed for operational reality: clear intake, supervisor guardrails, and tracking that didn't require a dedicated HR team to maintain. They went from reactive and exposed to compliant and consistent — without adding headcount.
About AvalonLane
Experience that fuels better people decisions.
Founders and leadership teams need more than HR support. They need an experienced partner who helps them navigate complex people challenges, and build high-performing, healthy organizations.
With AvalonLane, you'll get a hands-on, pragmatic approach focused on practical solutions, sound judgment, and measurable results.
In one conversation, Mary Rose accomplished what months of management couldn’t. She brings executive HR expertise, asks the right questions, and gives leaders practical tools they can use immediately. Having her as our fractional HR partner has made our company – and our managers – significantly stronger.
CEO, Founder-Led Company