Duncan Workforce Solutions partners with organizations in the in between: the stretch between leadership transitions, growth stages, and the moment an organization is ready to hire its most important culture driver , its HR leader . We hold that space so the organization doesn’t stall while it gets there.

We work in two lanes.

Fractional CHRO Strategy

Strategic HR counsel to executive teams and boards. Organizational design, workforce planning, governance, and the calls that shape how a company scales and holds together under change.

DWS Client Engagement:

Century Management — Came on as fractional CHRO, aligning leadership structure and succession planning with long-term growth goals, implementing modern ATS/HRIS tech stacks, standardized hiring frameworks, and training academies to attract talent at scale, and building the risk and compliance architecture, including enterprise-grade benefits and automated workflows, to mitigate labor disputes and regulatory exposure.

Executive HR Leadership - Hyatt (Director of HR) — Led HR integration for two landmark M&A transitions and architected the organization’s HRIS rollout.- CAMP (VP , HR) —Served as strategic HRBP to executive leadership, scaling headcount from 30 to 200 in twelve months and launching four multi-state locations in six.

Embedded HRBP & HR Department Build-Out

We step in as the HR function itself. For organizations with no HR infrastructure yet, we build handbooks, policies, employee relations, onboarding and offboarding, performance management, investigations, leave administration, and compliance, then run it until a permanent leader is in place.

DWS Client Engagements:

SharkNinja — Served as embedded HR partner leading org-wide culture build outs, coaching leaders on employee relations, performance, talent, and rewards. Built the NYC office’s culture and engagement framework from the ground up.

Pace University— Designed structured internship programming that combined hands-on experience, mentorship, professional development, and career readiness to strengthen emerging-talent pipelines.

Executive HR Leadership - CAMP (VP , HR) — Brought into a small organization to build the entire HR function from scratch: employee handbook, talent acquisition, onboarding, L&D, DEI, compliance, succession planning, and performance management. Magnolia Bakery (Global Chief People Officer ) — Owned the full employee relations function while architecting the company’s first enterprise-wide people operating model, integrating performance management, total rewards, succession planning, and HRIS infrastructure to support a high-growth franchise expansion strategy .