Build a Workplace People Want to Stay In

Organizations across the country rely on James Moore to diagnose what is driving avoidable turnover and build the strategies that address it.

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60+ Years Combined HR Leadership Experience

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Serving Organizations Nationally

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SHRM-SCP & PHR Certified Professionals

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Retention and Engagement Work Across Every Sector

Talk to an Employee Retention Specialist

The Hidden Costs of Turnover

Turnover is easy to calculate - the % is a simple calculation. The cost behind it is not. Lost productivity, downtime or overtime, customer disruptions all create an impact. In most cases, turnover isn’t driven by a single issue. Retention is not a benefits problem or a ping-pong table problem: it is a strategy problem. 

The organizations that keep their best people have thought carefully about what those people need, built the systems to deliver it, and created the conditions where good work is recognized and rewarded. 

James Moore helps HR directors and executive teams understand what’s actually driving behavior inside the organization - and then building a plan that addresses it in a practical, sustainable way.

Where Most Organizations Find Themselves:

  • People are leaving, but the reasons aren’t entirely clear
  • Engagement survey results are flat or trending down, and with no clear next steps
  • Compensation has been addressed, but retention has not improved
  • Managers approach development and recognition inconsistently
  • The culture that worked with 50 employees is not working with 150
  • Past initiatives didn’t deliver lasting results
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Let Our Experts Help

HR Professionals Who Think in Terms of Years, Not Quarters

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Julie Kniseley, SHRM-SCP

President, HR Solutions

With over 30 years of strategic human resources leadership, Julie brings a wealth of experience in driving organizational success through innovative HR strategies. Throughout her career, she has worked extensively across all facets of human resources, including workforce planning, organizational design, talent management, mergers and acquisitions, employee relations and compliance. Her deep expertise in aligning HR initiatives with business goals has helped organizations optimize workforce structures, enhance employee engagement, and achieve sustainable growth. As leader of the James Moore HR Solutions team, Julie has partnered with businesses across industries to tackle critical workforce challenges, leveraging data-driven insights and best practices to deliver measurable results. Recognized as a thought leader in the field, she has shared her expertise on national panels including ITEXPO, FABTECH, and Concierge Medicine and podcasts like Accelerate Your Business Growth. She speaks on the importance of preparing organizations and their people for the future of work: integrating technologies like AI into workflows and skillsets while preserving the human connection and safeguards needed for a sustainable path forward. In 2026, Ragan Communications named Julie an HR Communicator of the Year in their annual Top Women in HR competition. She is a member of the Society for Human Resources Management (SHRM) and is a certified SHRM Senior Certified Professional.
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Danielle Towery, PHR

HR Consultant

A dedicated HR professional with over 25 years of experience, Danielle is a passionate advocate for both employees and management. She excels at crafting tailored HR solutions that align with business objectives while enhancing the overall employee experience. She also has a keen understanding of employment laws and regulations and a genuine empathy for people.

Danielle’s expertise as an HR generalist includes recruitment and onboarding, employee relations, benefits and compensation, performance management, training and development, and HR policies and compliance. While she has worked primarily in the nonprofit sector, she also has experience with small and medium-sized for-profit corporations in various industries. Regardless of the industry, Danielle enjoys using her expertise to advise clients in order to foster a positive, compliant and effective workplace.

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Retention Is an Outcome: Engagement Drives It

Replacing an employee costs between 50% and 200% of their annual salary, depending on the role. That math is uncomfortable at one departure. At ten, it becomes a strategic problem. And yet most organizations track headcount, not the cost of losing it.

The harder number to calculate is the cost of disengagement that precedes departure. The employee who has mentally checked out but has not yet left is still collecting a salary, still in client-facing meetings, still influencing the people around them. Low engagement does not announce itself on a financial statement. It shows up in productivity, in quality, in the subtle erosion of a culture that took years to build.

Here's How We Work

A Real Diagnosis Before a Prescribed Solution

We do not arrive with a set-it-and-forget-it program. We start by understanding what is actually driving disengagement and departure in your specific organization. This may include reviewing turnover data, gathering employee feedback, assessing management practices, and looking at compensation relative to the market. The diagnosis shapes everything that follows.

Manager Development That Changes Daily Behavior

Managers play a key role in employee experience. We work with your team to strengthen approaches to recognition, development, and feedback - helping create more consistent, supportive day-to-day interactions.

Aligning Compensation and Total Rewards

We collaborate with your team to review compensation and benefits in relation to the market and employee expectations, identifying where adjustments may have the most meaningful impact.

Onboarding That Sets the Right Tone

Early experiences matter. The first 90 days determine more about long-term retention than most organizations realize. We help you refine onboarding so that new employees feel connected to the organization's purpose, culture, and expectations from day one, not month six.

Culture and Recognition Frameworks

Recognition does not require a large budget. It requires consistency, specificity, and organizational systems to make it happen. We work with your team to build a sustainable system that becomes the core of how you operate, not just an occasional initiative.

Measuring and Adjusting Over Time

Engagement work without measurement is guesswork. We help you define the metrics that matter, build the mechanisms to track them, and use the data to adjust the strategy over time.

Across the Organizations We Serve

  • Manufacturing
  • Healthcare and Medical Practices
  • Nonprofit
  • Construction
  • Government
  • Professional Services
  • Higher Education
  • Dental
  • Technology

What Our Clients Say

HR Health Checklist

In HR, you often don’t know what you don’t know.

Discover your organization’s blind spots and get the guidance you need to address them with our helpful HR Health Checklist.

Get Your Custom Report

Serving Organizations Across the Country

James Moore's HR consulting team works with organizations throughout Florida and across the nation. 

Retention and engagement challenges are shaped by local labor markets, regional industry conditions, and the competitive environment your organization faces. 

Our team brings both national HR expertise and local market knowledge to build strategies grounded in your specific context.

Florida serves as our home base, with offices in Gainesville, Daytona Beach, Ocala, DeLand, and Tallahassee. The organizations we serve extend well beyond state lines.

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