Ways We Work Together
There’s no single “right” way to work together. These are the most common ways my partnerships with clients take shape.
I don’t offer pre-defined packages or one-size-fits-all solutions — because most of the challenges my clients face don’t fit neatly into a box.
Instead, I partner with organizations to lead change in a way that’s thoughtful, adaptive, and grounded in how work actually gets done. Engagements are shaped around your situation, your team, and the moment you’re in — and they often evolve as clarity increases.
What stays consistent is my role: providing steady leadership, connecting people, process, and technology, and staying involved through the messy middle so change actually sticks.
Not Fixed Packages — Flexible, Leadership-Driven Engagements
While every engagement is customized, most of my work tends to take one of the following forms. These aren’t rigid categories — they’re simply common entry points for working together:
Fractional Change & Systems Leadership
Project-Based Change & Strategy Engagements
Employer Brand & People Systems Work
If you’re not sure which one fits, that’s completely normal.
Three Common Ways to Partner
Fractional Change & Systems Leadership
This is my most common and most impactful way of working with clients.
In fractional engagements, I serve as an embedded, part-time leader — guiding complex, cross-functional initiatives over time. This often includes work that spans operations, marketing & communications, people systems, and technology, especially during periods of growth or transition.
This type of partnership is a good fit when:
change is ongoing, not isolated
multiple teams or systems are involved
leadership needs continuity, not just advice
there’s a need for someone who can see the whole picture and drive work forward
These engagements are designed for organizations that want steady leadership without adding a full-time role.
Project-Based Change & Strategy Engagements
Some work is best approached with a defined scope and timeline — and I’m happy to support bounded projects when that’s what the situation calls for.
Project-based engagements often focus on creating clarity, direction, or momentum around a specific challenge. In many cases, this work lays the foundation for longer-term change — though it doesn’t have to.
This type of engagement is a good fit when you need:
strategic clarity or a fresh perspective
help untangling a complex problem
planning support before a larger initiative
facilitation, coaching, or change leadership around a defined effort
Some project engagements stay contained. Others naturally evolve into deeper partnership. Both are welcome.
Employer Brand & People Systems Work
I also partner with organizations on employer brand and people-centered systems work — especially when growth, change, or turnover has made it clear that the current approach isn’t serving the organization or its people well.
This work sits at the intersection of strategy, communication, and people systems, and is always approached through a change lens — not a compliance one.
This type of engagement is a good fit when:
you want to clarify and communicate your employer value proposition
recruiting, onboarding, employee engagement, or adoption isn’t landing as intended
people systems haven’t kept pace with organizational change
you want alignment between what you say and what people experience
I focus on building people systems that are clear, usable, and sustainable — not policy-heavy or administratively driven.
Not Sure Which Fits? That’s Normal.
Most clients don’t arrive to Mosaic BizOps knowing exactly what kind of engagement they need — and that’s okay.
Many start with a conversation about what’s feeling hard, what’s changing, or what’s not working the way it should. From there, we figure out together what kind of partnership makes the most sense.
You don’t need to diagnose the problem or choose the right path before reaching out.
What Clients Say
-
"We brought Jessica in to support the launch of our nonprofit's Direct Support Professional (DSP) workforce development and community partnerships recruitment strategy, and she delivered far beyond our expectations. From discovery and relationship-building to content strategy and internal training, her work was thoughtful, strategic, and deeply collaborative. I really appreciated Jessica’s positivity and flexibility. Her strong organizational skills were evident and helped ensure that the project stayed on track. She also used her technical expertise to show us ways to maximize the output of our existing software and recommended other programs that would be useful based on our needs. She helped us build a sustainable foundation while adapting to our team’s needs and rhythms along the way."
—Margo Green, Director of Human Resources at New Hope of Indiana
If your organization is navigating change and you’re looking for a thoughtful, steady partner — not just recommendations or templates — I’d love to talk.
There’s no commitment or obligation. Just a chance to explore what you’re dealing with and see whether working together makes sense.