Trauma-informed HR is an approach that recognizes the impact of trauma on employees and endeavors to create a supportive work environment that promotes healing and well-being. This approach requires understanding the effects of trauma on individuals, being sensitive to their needs, and providing a workplace that is respectful and compassionate. It involves promoting a culture of safety, trustworthiness, and transparency that empowers employees to have control and be able to make choices with regards to aspects of their employment. By adopting a trauma-informed care approach in the workplace, employers can help employees not only heal from past trauma and support them in achieving their full potential, but this can lead to improved employee well-being, job satisfaction, and overall organizational success.

In a hospital setting chaplains are typically requested by the patient or family, and they are there to perform ministerial functions, and provide companionship to the sick and/or dying and their respective loved ones. They often deal with grief and trauma on a big, acute scale. The workplace may have slightly less acuity, but it still contains a lot of grief, trauma, and in some unfortunate cases, death. Additionally, employees are often expected to carry the weight of personal trauma and loss quickly and quietly. By providing access to a Chaplain organizations can provide employees with high-touch support and resources to navigate trauma and loss.

Conflict and values misalignment happens both at the individual and organizational levels. I help individuals and organizations understand the root causes of conflict and misalignments in order to encourage healing, restoration, and accountability. My approach incorporates the principals of Restorative Justice, Non-Violent Communication, and Trauma-Informed Care.

As an external consultant I can provide more holistic and whole-self 1:1 support to employees as well as act as a third-party advocate / representative to help resolve workplace issues. This type of support often falls to internal HR & Operations professionals that are not only overburdened with all of the other aspects of the employee lifecycle, but are also at times precariously placed within the power-dynamic of the workplace and therefore not always the best people for high-touch employee relations / advocacy support.