Employee engagement: measure employee engagement levels through surveys and interviews, define and improve performance in employee engagement and retention. While this area of HR consulting is necessarily broad, encapsulating total rewards strategy, employee performance management, leadership transformation, and organization structure design, most companies do have very specialized independent practices.

Compensation: design and manage compensation programs related to basic salary, bonuses, and stock plans. Evaluation of positions and building of salary structures, bonus plans and stock plans for clients are common. Specializations are often based on employee types (e.g. Executive compensation consultants and sales compensation consultants).

Employee benefits: optimize benefit plan design and administration (inclusive of health-related benefits) by assessing competitiveness and effectiveness of benefit plans (analytics and design), and cost-effectiveness and quality of vendors (brokerage).

Mergers and acquisitions: conduct human capital due diligence, coordinate and administer cross-functional activities during execution, including payroll and HR technology. Align organizational cultures and work styles during post-merger integration.

Mergers and acquisitions: conduct human capital due diligence, coordinate and administer cross-functional activities during execution, including payroll and HR technology. Align organizational cultures and work styles during post-merger integration.​