HR Professionals as Entrepreneurs

08
Aug 2022
215
A light bulb is surrounded by colorful splashes of paint.

Author:  Ada Tai, MBA, CPHR, SHRM-SCP

Entrepreneurship seems to be a very trendy word and an occupational choice these days. In my recent conversations with various HR professionals, a common question arose: How can HR people become entrepreneurs? In other words, if I want to set up my own HR consulting practice, how do I start?

Before we dive into “how” to start an HR business, let’s first understand what being an entrepreneur means. My favourite definition of an entrepreneur is: “An entrepreneur is an individual who creates a new business, bearing most of the risks and enjoying most of the rewards . The process of setting up a business is known as entrepreneurship.” 1 This definition emphasizes a few key takeaways: first, being an entrepreneur is a journey of inventing and building something from the ground up. During this journey, you will experience many challenges and joys because of the uncertainty and the potential benefits you will gain through a successful venture. Running an HR consultancy as a business entails helping clients solve problems.

1. A business starts with an idea. (What’s your niche?)

Generally speaking, for HR professionals to utilize their established knowledge and skills, the idea for a business is likely to provide general or a specific area of human resources support, and/or offer training and coaching services. HR consulting is part of the large Management Consulting industry. In the US, the Management Consulting industry revenue is estimated at $250 billion 2 .  In Canada, the industry revenue is estimated to be about $22 billion 3 . Human resources consulting services account for roughly 12% of management consulting revenue 4 .

To set yourself up for success, several key questions to consider include:

  • Do I want to be a generalist or a specialist?
  • Do I want to be a business person or a technical expert?
  • Do I want to eventually build a company or stay as a one-person shop?
  • What is the niche that I can offer to clients?

2. Narrow your ideas down to concrete plans. (What’s your value proposition?)

Although many people prepare great plans, to be effective, these plans need to be tailored to the wonderful service you will provide. Since being a consultant is to solve clients’ problems, your value proposition should clearly communicate the benefit that clients will receive by using your service. In other words, a potential client should be able to distinguish what you offer from the offerings of other consultants. Questions to consider include:

  • Who is my target audience? What are their needs and wants?
  • How will I offer my services? When? Where? And, How?
  • With whom am I competing? What distinguishes my service from theirs?

3. Set up your business or join another business. (Let’s get serious.)

To take the HR consulting idea to the next level, you may set up your business as a Sole Proprietorship, Partnership, or Corporation. Any such form has its pros and cons. Then you will use your creativity to come up with an attractive business name, register for a business number and GST, open up a business bank account, etc. A clear and useful article in which this sort of information can be found is, “Your ultimate guide to starting a business in Canada”. 5

A large portion of the entrepreneurs-to-be choose to join other firms as freelancers or contractors, either full-time or part-time. This gives these consultants who are not ready to go all in on being their own boss a taste of being an independent consultant without bearing the full risk. They also use this option to test whether there is a demand for their skillsets. Some HR professionals decide to be a member of growing boutique companies. Others welcome the opportunities and challenges that large international consulting firms present.

4. Marketing, marketing. (And marketing)

By putting your business plan together, you now know who your targeted audience is. Using different methods to reach your potential clients and convince them to use your service is the magic of marketing. Setting up a website, and creating an email signature and business cards are the fundamentals to get one started. Once you generate a budget and are ready to go one step further, some HR entrepreneurs choose to engage marketing experts who specialize in social media establishment, search engine optimization, advertising campaigns, etc.

What I have found most useful is to create a professional and consistent presence for yourself and your business. This can be done by actively participating in in-person and virtual networking events tailored for your potential clients. Nowadays, while businesses are fighting to hire and retain talents, I find it quite easy to start a chit chat with business representatives about how HR consultants can add value. Be ready to give your elevator pitch about your credentials and your business offerings wherever you go. Furthermore, content marketing has also proven effective. It includes presenting publicly and creating educational articles, blogs, books, videos, podcasts, etc. The key emphasis here is “content.” I firmly believe that without valuable content, marketing becomes meaningless.

5. Let’s get to work! (No promotion can replace quality results.)

Now you have identified your niche area and value proposition, registered a business and utilized marketing efforts to engage one or more clients to understand potential solutions you can offer, the next step is to put a proposal together and present it to the client for approval. Several good templates are explained and included in the book, The Basic Principles of Effective Consulting , by Linda K. Stroh 6 .

Once the agreement is signed by both parties, you will immerse yourself in planning your project approach and methodologies, diagnosing the client’s issue, proposing solutions, gathering feedback from the client throughout the process, and implementing the solutions (if required). In my experience, great consultants are also great business people who can see client’s issues from 3000 feet and offer scalable and sustainable solutions.

Many of you are probably already performing the HR consultant role for your organization as an internal consultant. You may have also helped friends fix resumes, advised your family about workplace situations, etc. In this sense, we are all consultants utilizing our expertise. In my recent webinar, “ HR Entrepreneurs - Have You Ever Thought About Becoming an HR Consultant? ”, invited and hosted by CPHR AB, I shared that to be an effective consultant in this competitive environment, it is critical that we adopt a life-long learning approach with the ability to continuously innovate. The problems we are helping clients solve today may not be the problems the clients face tomorrow.

Reference:

1 Hayes, A. (2022, July 19). What is an entrepreneur? Investopedia. Retrieved July 25, 2022, from https://www.investopedia.com/terms/e/entrepreneur.asp

2 Industry market research, reports, and Statistics. IBISWorld. (n.d.). Retrieved July 26, 2022, from https://www.ibisworld.com/united-states/market-research-reports/management-consulting-industry/

3 Government of Canada, S. C. (2022, February 17). Consulting Services, 2020. The Daily - . Retrieved July 26, 2022, from https://www150.statcan.gc.ca/n1/daily-quotidien/220217/dq220217e-eng.htm

4 Industry Overview: Management Consulting in Canada. Industry Overview: Management Consulting in Canada | Small Business Accelerator. (n.d.). Retrieved July 26, 2022, from https://sba.ubc.ca/industry-overview-management-consulting-canada

5 Your ultimate guide to starting a business. BDC.ca. (2022, July 20). Retrieved July 25, 2022, from https://www.bdc.ca/en/articles-tools/start-buy-business/start-business/how-start-business-canada

6 Stroh, L. K. (2019). The basic principles of effective consulting. Routledge, Taylor & Francis Group.

 

I see. I hear. I experience . is a column created by and written by Ada Tai, a chartered member of CPHR Alberta. The column is written in a blog format where Ada and invited co-authors will present their own experiences and interpretations of the world of human resources and its impact on business management. This and the subsequent posts are copyrighted materials by the author(s) and only reflect their personal views, not CPHR Alberta’s.

Author bio: With an MBA Degree, a CPHR, and an SHRM-SCP designation, Ada Tai has been working as an HR professional in a variety of industries for over a decade. Through her consulting firm, Ada and the team provide a variety of strategic and pragmatic management consulting services.  Ada’s public speaking skills have enabled her to be regularly invited to speak about HR, people management, career search, and networking topics throughout the province. She is also a well-respected Instructor at the University of Alberta and MacEwan University.

Contact information:

BadaB Consulting Inc. provides a wide range of human resources solutions, including Strategic HR and Succession Planning, Organizational Design & Development, Diversity & Inclusion Program, Merger & Acquisition Support, Recruitment, Skills Development Training, Compensation Design, Performance Management, Workplace Investigation, Policy Development, etc. Another specialty of BadaB’s services is a personal job search and career coaching. The team has effectively helped over 500 people to find work.

 

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.

The views and opinions expressed in this blog post belong solely to the original author(s) and do not necessarily represent the views and opinions of CPHR Alberta.



Welcome to OY Works: Practical Tools to Recruit, Onboard & Retain Opportunity Youth

By Jessica Jaithoo • January 22, 2026
In 2025, CPHR Alberta became a partner to the Collaborative Funders Table and the Calgary Youth Employment Initiative to address under-employment for opportunity youth. Over seven months, more than 60 partners came together to research, design, and test what would become OY Works . That story of co-creation is what makes this toolkit different. Employers shared what they need to know and what tools would make a difference. CPHR Alberta members contributed HR expertise through representation on the steering committee, and participation in surveys, interviews, and protype testing throughout 2025. Attracting, engaging, and retaining young talent isn’t just a workforce strategy — it’s an investment in our collective future. When we empower youth with meaningful opportunities, modern skills, and a sense of belonging, we build workplaces that are more innovative today and more resilient tomorrow. The organizations that thrive will be the ones that recognize youth not as the workforce of the future, but as essential contributors shaping the world right now. A dedicated toolkit to hire opportunity youth gives HR professionals and employers the practical resources, insights, and frameworks they need to connect with young people authentically — turning intention into action and helping break down barriers and supporting organizations to build strong, sustainable talent pipelines. Co‑designed with HR professionals and industry leaders, the toolkit reflects real challenges and real solutions, ensuring it is both practical and deeply aligned with the needs of today’s evolving workforce. - Lisa Watson, CPHR Alberta Board Director, OY Works Steering Committee Member Today marks an exciting milestone: the launch of OY Works , an online toolkit designed to make inclusive youth hiring easier for Alberta employers and HR professionals. This free resource was co-created by a diverse group of stakeholders—employers, HR experts, and non-profit agencies—who share a common goal: opening doors for young people who are ready to work but face barriers. Why OY Works? Too many youth are eager to contribute, learn, and grow, yet struggle to access meaningful employment. OY Works is here to change that. Built with practicality and purpose in mind, the toolkit offers actionable strategies to help businesses recruit, onboard, and retain Opportunity Youth—young people aged 18–29 who are not currently in school, training, or work. What’s Inside the Toolkit? It makes business sense: Read the Business Case for hiring Opportunity Youth and be empowered to influence leaders. Explore the ideas and tools in the Quick Start Hiring Guide . Learn how to onboard effectively and build retention from day one in the Optimal Onboarding & Mentoring Guide and the Retain & Grow Guide . Discover how non-profit agencies are preparing OY for the workplace. They often support employers and employees through all stages of employment. This isn’t just about doing good—it’s about making smart business decisions. Inclusive hiring strengthens workplace culture, reduces turnover, and taps into a motivated talent pool ready to make a difference. We invite you to explore OY Works and join the movement to create opportunities for youth who deserve a chance to shine. Explore the OY Works toolkit: https://bit.ly/3L6SQuF When young people get a chance to contribute, it’s a win for youth, employers and the community. Join us in spreading the word by sharing the toolkit with your networks.

Refuel. Recharge. Repeat: Lead Yourself with Intention and Energy

By Jessica Jaithoo • January 13, 2026
Author: Robin O’Grady Wellbeing can feel impossible when life is already overflowing. The thought of adding “one more thing” to your plate? That’s enough to send anyone over the edge. However, in the end, taking care of your own health is not a “nice to have”, it is essential, in more ways than one. As an HR Professional you are often the go-to for tough conversations and as a support system. Protecting your own energy isn’t only about your personal wellbeing, it is what allows you to show up fully for your people, when it matters most. To get it out of the way, here are the things this is NOT about: Going to the gym Hopping on a trend (wellness/fitness/nutrition) Adding more things to your calendar What it will be about is… Refuel, Recharge, Repeat . Leading yourself with intention and energy. Perspective Shift Keep it simple. Thriving over surviving. When in the tornado of your day-to-day adding things to you r calendar can feel overwhelming and unattainable. The first step is to take stock of your capacity, really step back and assess what you might have available timewise. Then, assess how full your fuel tank is, how are your energy levels at different times of the day? Only then can the strategy be built on how to implement what is right for you. To begin, choose only one thing, many struggle because they try to do too much at once. Tips If choosing nutrition as a needed change, consider adding or removing only one thing as a beginning VS changing your entire diet or diving into a trend-based program that you know isn’t sustainable. Movement comes in a large variety of ways. Think about things you actually enjoy doing and find ways to add them instead of forcing yourself to do things you don’t enjoy just for the sake of adding more movement. Fulfillment is an important part of taking care of your holistic health, prioritize time for things you love – hobbies/family/travel etc. Energy Management The oxygen mask principle is a familiar one. When flying on an airplane, the flight attendant tells us that in the case of emergency, you must put on your own oxygen mask before helping others. This is where the protection and management of your energy begins. Awareness of what energizes you VS what drains you and an intentional placement of those things through your day as one step. Another, in protecting your calendar and being diligent about the spaces you had set aside for your energy management (eg. specific closed door office hours or break times). Tips Take your breaks away from your desk, even away from the building when possible. Implement grounding practices through your day, for example, before entering the workspace and at the end of your day before going home. Protect your transition time - 15 minutes between meetings to process and reset. Intentional Adaptation Making a decision that something might need to change is really the first step, without that awareness, there is little that can or will be done. As a leader, your responsibility is to yourself, but it is also in role modelling for the team. HR Professionals set the tone for the workplace culture around them. The way you prioritize your own boundaries and wellbeing quietly gives others permission to do the same. When you show up with intention, it ripples through the entire organization. The research and stats are clearer now than ever before, workplace wellbeing as a strategy, is one that increases the bottom line and enhances the overall culture of your workplace. In order to see the high end of those stats, intentional adaptation is key. This is a strategy and a process, one that will make you and your business better, you could be the catalyst for that. Tips Create a community within the workplace to prioritize these habits and strategies with. Make it a fun practice you can all do together and hold each other accountable to, especially when the day takes over and the “tornado” is most fierce. Build out the process and SOP in the same way you would for other business strategy and involve your team in the process, so you know what you are planning is good for the whole. Make sure you are first. Leaders first. Remember the oxygen mask principle, you deserve whole health, and you will thank yourself later for checking in and adjusting when needed. Start with some space to breathe. That space? It comes from letting go of what you think you "should" be doing and tuning into what actually serves you and your team. Wellbeing isn't a one-size-fits-all prescription. It's a personal practice of alignment, which can (and should) be translated into how you all work as a whole. Today is as good as any, tomorrow will come regardless. 

2025 Year-End Message - Geordie MacPherson

By Jessica Jaithoo • December 17, 2025
As we close out 2025, I’m feeling genuinely proud of what CPHR Alberta has accomplished this year, and grateful for the members, volunteers, partners, and staff who made it possible. Together, we’ve continued to strengthen the value of the CPHR designation, expanded professional development opportunities, and deepened relationships with government, post-secondary institutions, and business leaders. This year also brought some milestones worth celebrating. We’re ending 2025 in a financially stable position, and our membership grew by 7% , which is a nice reminder that the HR community is thriving, and that we are still the kind of people others willingly choose to join. One of the most important pieces of work this year was launching our 2026–2028 Strategic Plan. This roadmap was shaped by member input, market research, and alignment with CPHR Canada’s national priorities. It’s the product of a truly collaborative process led by our Board and operations team, forward-looking, grounded in data, and practical in how it positions us for what’s next. At its core, the plan strengthens the HR profession and supports the people who drive it, reinforcing our commitment to a resilient and inclusive HR community. I encourage you to read it and see where we’re headed. View the Strategic Plan here. Our pursuit of self-regulation remains a priority, and our advocacy efforts this year continued to deepen relationships with government and position HR as a trusted profession. We’re making progress, ensuring HR’s voice is present in key policy conversations and recognized where it matters most. If nothing else, we are getting very good at showing up, staying thoughtful, and keeping the conversation moving forward. To build on this momentum, we’re currently recruiting two Chartered Members and up to one Public Members to join our Board. We’re looking for candidates with prior governance experience and strengths in areas such as strategic business leadership, financial management, legal expertise, or IDEA. It’s also important to us to have meaningful geographic representation from outside Calgary and Edmonton, because Alberta is bigger than two postal codes, and our Board should reflect that. You can learn more about the process and requirements through our blog , and I’d encourage you to apply or share the opportunity with someone who’d be a great fit. Applications close January 9, 2026. Chartered and Retired Members: Apply through your member portal Public Members: Contact Heather McMaster at hmcmaster@cphrab.ca for application details As the holiday season approaches, I hope you find time to rest, recharge, and take a moment to acknowledge what you’ve contributed this year, professionally and personally. Thank you for everything you do to advance the HR profession. I’m confident that, together, we’ll continue building something even stronger in 2026. And if your out-of-office message is already drafted, I respect the efficiency. Geordie MacPherson, CEC, CPHR, SHRM-SCP Chair, Board of Directors, CPHR Alberta
MORE NEWS