Training that sticks, taught by someone who has lived it.
Not a slide deck read aloud. Every scenario in these sessions comes from a real room Charity has stood in — which is why managers actually remember them when it counts.
Your best individual contributor just became a boss, and nobody told them how. Feedback that lands, one-on-ones that matter, and the difference between managing work and managing people — the foundations that prevent the problems every other session on this page cleans up.
Colorado’s POWR Act lowered the bar for what counts as harassment — the old “severe or pervasive” standard is gone. Compliance-video training won’t protect anyone. Scenario-based sessions that change how people actually talk to each other will, and they double as evidence you took prevention seriously.
“My doctor says I need…” is the sentence managers mishandle most. What to say, what never to say, when to loop in HR, and how the interactive process works — taught through the actual missteps that turn a routine request into a legal claim.
Because one day, one might. Honest reviews, performance plans that are actually plans, and documentation habits that protect the employee and the company at the same time. The best legal defense is a file that was handled right the first time.
Structured interviews that predict performance, the questions you can’t ask (and what to ask instead), and how to sell a small company to a big-company candidate. Fewer bad hires is the cheapest HR win there is.
The session nobody else teaches: how health insurance actually works, what an EOB is really saying, and the step-by-step of appealing a denial. Run it for your team as the rarest kind of benefit — one they’ll tell their families about.
Designed by an HR leader working inside the construction industry today — not adapted from an office deck. Harassment prevention that actually reaches the trailer and the truck radio (Colorado’s POWR Act applies there too). Wage-hour and classification for superintendents. Documentation for foremen: if it isn’t written down, it didn’t happen. Sessions run toolbox-talk tight, because crews don’t sit still for webinars.
Onboarding that respects credentialing realities, leave and ADA conversations inside 24/7 scheduling, harassment prevention for the specific dynamics of clinical teams, and benefits literacy your clinicians will actually use — taught by someone who fights insurance denials for a living.
Your fifth location can’t run on hallway knowledge. Manager fundamentals for GMs and shift leads, tip and wage basics that keep hourly payroll clean, and onboarding that sticks through seasonal turnover — delivered the same way at every site so culture doesn’t fork.
Every session is customized to your policies, your industry, and the situations your managers actually face — then delivered live, with role-play and real Q&A. In person along the Front Range, virtual anywhere.
60-minute lunch-and-learns — one topic, tight and practical
Half-day workshops — deep work with role-play and casework
Manager academy — a monthly series that builds a bench
Retainer add-on — fractional HR clients fold training right in
A pre-session intake call and review of your actual policies — the scenarios come from your world, not a binder
Leave-behind cheat sheets your managers will keep at their desks (or in their trucks)
Sign-in sheets and completion records — the paper trail that shows you took prevention seriously if a claim ever comes
Thirty days of follow-up: your managers can email the questions they didn’t want to ask in front of the room