Indigenous Services

Horizon Advisory is committed to reconciliation through services assisting First Nations and Indigenous organizations to improve their administrative and business operations.

With a strong understanding of Indigenous environments having worked closely with over 100 First Nations and earning the AFOA Certified Indigenous Human Resources Professional designation, I bring a culturally appropriate lens to planning, HR, organizational effectiveness and change implementation services for Indigenous organizations.

Services are shaped and delivered to bridge traditional Indigenous knowledge and approaches with Western best practices. The principle of two-eyed seeing is the foundation for this work to best leverage the strengths of Indigenous and Western ways of knowing, always grounded in mutual respect, collaboration and continuous learning from one another.

A Few Project Summaries

Public Sector | Organizational Review

Administrative departments were having challenges with definition of roles, responsibilities, decision-making and communication. A review was launched to collect input on the structure, work processes and silos. Considerable trust had to be built through communication, leadership coaching and 1-1 discussions to encourage participants to provide their anonymous input.

Result: Findings and recommendations to improve the structure and operational stabilizers along with an implementation plan and metrics by which to monitor progress.

Public Sector | Change Management

A Tribal Council was supporting its communities with implementation of Bill C-65 for which change management services were required. Town halls were held to explain the project, collect input and stakeholder assessments were prepared to understand the change impacts and inform the development of change management activities.

Result: Customized change management plans for two communities along with a model-level change management plan to be adapted for other communities.

Public Sector | Finance Transformation

An assessment confirmed that finance functions were spread across 7 distinct departments and there was no cohesive data by which to make decisions. The recommendation to implement a new finance system along with a centralized finance department to improve accuracy, consistency and timeliness of financial information was approved.

Result: A redesigned finance business unit, new job descriptions, skills assessment tool and implementation of a modern financial management system with more capability and capacity.

Public Sector | Executive Search

A First Nation was experiencing gaps within its senior management team which affected organizational stability and pulled Council away from its strategic priorities. An executive search to recruit principled and community‑minded senior administrative leaders was undertaken.

Result: The unique needs of each position were identified, a sub-committee set up and candidates meeting the qualifications brought forward for consideration and hired.

Public Sector | Planning

A large First Nation was having challenges with the cohesion of its departments and focus on its most important priorities. A strategic planning workshop for Chief and Council was coordinated followed by an operational planning workshop for managers.

Result: A comprehensive and right-sized strategic plan along with tactical 1-year plans and metrics to monitor progress.

Public Sector | HR 360 Review

The Board of Directors of a child and family services organization requested an objective, consistent and fair evaluation of its CEO. Competencies were confirmed and consultations were coordinated with stakeholders to collect their anonymous input.

Result: A comprehensive report of strengths and opportunities for improvement.