01
The business has outgrown the way it is being managed
Roles overlap, decisions stall, and too much still depends on the owner. What worked at a smaller size no longer supports the company.
Fractional CHRO & Senior HR Partner
Your people see one part of the business.Leadership sees another.
I help growing, changing, family-led and multi-site businesses bring those realities together—strengthening leaders and building practical people solutions around the business they are creating.
Tell me what’s happeningExecutive experience at operating scale
20+Years of HR leadership
4,800Employees supported
25Locations
U.S. + MexicoDomestic and international scope
Experience across public, private and family-led organizations.
Connecting the People Who Do the Work
with Those Who Lead It.
01 / What Owners Face
You know where you want the business to go. Getting everyone there is harder.
Owners are being asked to get more from their current teams while costs, technology, and employment requirements keep changing. These are not isolated HR problems—they affect the company’s ability to operate, grow, and deliver on the owner’s vision.
02
The current team is not delivering what the business needs
The company has people, but expectations, leadership, skills, and accountability are not producing the results the owner needs.
03
People costs are rising faster than performance
Compensation, benefits, leave, overtime, turnover, and staffing decisions need to produce real value for the business.
04
Work is changing faster than the organization
AI, regulation, and changing employee expectations require practical decisions about roles, processes, leadership, and communication.
02 / How I Help
High-level HR, customized to the business—not copied from a book.
Fractional CHRO Leadership
Ongoing or interim executive HR leadership for a business that needs senior judgment without adding a permanent CHRO.
- People strategy and priorities
- HR team leadership and development
- Organization, leadership and workforce decisions
Focused Organizational & HR Projects
Defined work for a consequential business need, from diagnosis through implementation and transfer to the internal team.
- M&A diligence and integration
- Organization, compensation and HR systems
- Compliance, change and operational risk
Owner & Executive Advisory
A confidential thought partner for sensitive people decisions, leadership challenges and moments when the business cannot afford a narrow HR answer.
- High-stakes employee and leadership matters
- Succession and executive alignment
- Practical decision support for owners
03 / The Approach
Businesses are not built from a book.
I begin by listening to how you want your business to run—what has made it successful, where it is falling short, and what you need from your people. Then I look at what is actually happening, not only what the policies or organizational chart say should be happening.
- 01Listen
Understand how you want the business to run and what has made it successful.
- 02Diagnose
Compare leadership intent with what is actually happening across the workforce.
- 03Build
Close the important gaps with practical solutions sized to the business.
- 04Transfer
Implement the work and leave the internal team equipped to carry it forward.
04 / The Partnership
The Work Doesn’t End with a Recommendation.
I work inside the business as a partner—not at a distance as someone who only delivers recommendations.
I protect what already works, address what does not, and stay through implementation. When an internal HR person or team will own the work, I develop their capability and transfer the knowledge they need to carry it forward. The goal is not dependence on a consultant. It is a stronger business with people who can sustain the work.
05 / Selected Results
Experience measured in business consequence—not HR activity.
Protected through due diligence
Identified workforce risks during acquisition review before they became transaction costs, helping protect millions in potential exposure.
Employees supported at scale
Led people work across organizations with up to 4,800 employees and 25 locations throughout the United States and Mexico.
Complex risk translated into action
Worked alongside executives and employment counsel on class-action and complex employment matters, connecting legal exposure to the practices that needed to change.
06 / When the Stakes Are High
Experience where people practices carry financial and transaction risk.
Cassie’s experience includes direct involvement in class-action employment matters and M&A due diligence and integration. She works alongside executives and legal counsel to surface workforce exposure, understand its operational cause, and carry the necessary changes into the business.
M&A Due Diligence & Integration
Examine workforce practices, records, compensation, benefits, classification, leadership structure, and employee risk before a transaction. Identify issues that could affect value or integration, then lead practical corrective work and the people side of change.
Class-Action & Complex Employment Matters
Partner with executive teams and employment counsel to examine the practices behind an allegation, assemble the workforce facts, evaluate operational exposure, and correct the systems or management practices creating risk.
07 / The Perspective
An executive partner who understands the business behind the people decisions.
Cassie VanDeluyster is the founder of CJV and an executive HR leader who helps organizations solve complex workforce problems without losing sight of the business.
Her experience spans global and domestic operations—from family-led and privately held businesses to public companies with thousands of employees across the United States and Mexico. She understands that in family-led companies, business decisions and family dynamics are often inseparable.
What distinguishes Cassie is vantage. She can sit with an owner and understand the financial and operational pressure behind a decision, then walk the floor and understand how that decision will actually land. She moves quickly, strips away unnecessary complexity, and builds people systems leaders can use and employees can trust.
Her work is calm, direct, and practical—clear enough to act on and grounded enough to hold up after the meeting ends.
Start with what is really happening.
Tell me where the business feels stuck. We’ll determine what it needs to move forward.
Confidential inquiries are welcome. I respond personally.