HR Companies & HR Consultants in Tulsa, OK

Overview

Arrowhead Consulting is an advisory firm based in Tulsa, Oklahoma, established in 2016. It serves organizations that have solid intentions but struggle to see them carried through. Its offering joins strategy, project delivery and the development of leaders. The firm works with clients locally, across the region and nationwide.

It is a natural choice for buyers seeking leadership growth, support through organizational change or senior-level HR perspective. It is a weaker match for routine HR administration, because the site does not mention payroll, benefits processing or recruiting placement.

The firm's clients come from the private sector, government agencies and the public sector, and nonprofit and community groups. Organizations typically call on Arrowhead when they recognize that something is wrong but cannot pinpoint the cause. Typical symptoms include:

• a long list of priorities with no clear ranking
• strategy that fails to gain traction
• growth that has created friction inside the business
• leadership teams that are not fully aligned
• projects that never quite reach the finish line

Services of interest to HR buyers

• Leadership capability programs, supported by a training catalog and a calendar of upcoming sessions
• Executive coaching for senior leaders
• Organizational change management, aimed at helping people adopt new tools and working methods
• An Organizational Health Assessment that looks for the underlying reasons an organization is underperforming
• Fractional C-suite support, offering CHRO perspective along with CEO, CFO, COO and CIO/CTO viewpoints without full-time executive hires
• Strategic planning, prioritization, roadmaps and performance indicators
• Project management assessment, project delivery and fractional PMO leadership

Approach

Arrowhead organizes its work around the Strategic Impact Loop, a sequence of assess, focus, execute, measure and improve. The opening stage, clarity, relies on assessments, input from stakeholders and a review of performance data. The focus stage helps leaders choose what matters most and define roadmaps. The traction stage puts the plan into motion through project management, accountability, change support and coaching.

The firm positions itself as different from a conventional consultancy. It says senior people perform the work, and that it stays engaged after the plan is built to provide accountability and implementation help. It also describes its style as practical rather than theoretical and tailored to each client.

Three published case studies illustrate the scope. At Wilson Concrete, a labor-tracking and billing process that consumed upward of ten hours weekly was pared to under an hour. Clifford Power engaged Arrowhead in a multi-year partnership linking growth strategy with roadmaps, KPIs and leadership development. On the ODOC ICON initiative, the firm contributed project leadership, stakeholder coordination and change support to a statewide modernization touching more than 4,500 employees.

People and recognition

Kris Reynolds, the founder and CEO, is known for posing tough but useful questions and for favoring strategies that people actually want to follow. Mike Carpenter, who heads government solutions, spent much of his career in corrections, improving operations and training and motivating a workforce dispersed over 69,000 square miles.

Geordy Walker leads business development, and Jon Land leads the project management practice. Senior consultant Bruce Jordan leads project controls, holds several project management and Six Sigma credentials, and has trained teams extensively. Arrowhead also states that it is the only consulting firm to have received the Oklahoma Quality Award.

GDH, formerly known as GDH Consulting, is a workforce solutions provider based in Tulsa, Oklahoma. The company connects employers with experienced professionals, concentrating mainly on technology, telecommunications and consulting positions. Its customers span private businesses and public agencies, and it positions itself as a hiring partner for very large corporations as well as smaller organizations. For companies in and around Bartlesville, the closest location the firm lists is its Tulsa headquarters.

Services and Engagement Models

GDH does not position itself as a general human resources administrator handling payroll or policy drafting. Its strength lies in the talent acquisition side of the field. An employer can engage workers on a fixed-term contract, evaluate someone on the job before offering a permanent role, or hire directly for a full-time vacancy.

Positions advertised by the firm have included business intelligence developers, OBIEE specialists, medical analysts and contracts analysts, located in a number of different states. Its principal services include:

• Staffing for technical and project-oriented IT roles
• Tailored staffing programs shaped around each client's requirements
• Professional services and project-based delivery
• Recruitment process outsourcing, where GDH runs part or all of a hiring function
• Temporary, trial-to-permanent and direct placement options

According to the company, every engagement is fitted to the client's objectives rather than delivered as a uniform package. It also points to depth in emerging technical areas, including artificial intelligence, data, cybersecurity, cloud computing and software development.

Sectors Covered

The firm groups its activity into a set of focus markets, which can help a prospective client gauge how well GDH knows their field:

• Banking, insurance and other financial businesses
• Communications
• Consumer goods and retailing
• Utilities and power
• Public sector
• Health-sector technology
• Travel and lodging
• Technology companies
• Shipping, logistics and mobility

History and Reach

GDH has been placing technology professionals since 2001. Besides its Tulsa base, it has offices in Plano and Houston in Texas, Rogers in Arkansas, Montgomery in Alabama, Davidson and Morrisville in North Carolina, San Jose in California, and Reston in Virginia, close to Washington, DC.

The company describes a nationwide team backed by a candidate network in the thousands, and says it has won the Best of Staffing recognition more than once. Prospective clients can also read its case studies, articles, eBooks and news updates.

Company culture features prominently in its self-image. GDH says it looks after its own employees, the consultants it deploys and the customers it serves, and it cites remote flexibility, bonus opportunities and investment in training. A firmwide volunteering effort sends employees to support the communities where it has a presence.

For HR leaders considering external recruiting support, GDH appears best suited to organizations that need reliable access to IT and technical talent, whether for one short assignment or a broader outsourced hiring effort.

HR Business Links, which also goes by HRB Consultants, is a human resources consulting firm with an office in Tulsa, Oklahoma, a short drive from Jenks. The firm works with employers that want outside HR expertise grounded in an understanding of how their business actually operates. Its stated philosophy is that HR solutions should solve today's problems while also supporting a company's longer-term direction, and it pairs general business knowledge with wide-ranging HR experience to do that.

How the Firm Works With Clients

Engagements usually start with an HR assessment. Because companies are at different points in their growth, the consultants begin by learning about each client through interviews, structured research and analysis. They then present their findings together with tailored recommendations that fit the organization's culture and strategy.

The aim is to strengthen HR programs and processes, raise the contribution employees make, and build the overall capability of the organization. The assessment is also meant to give a baseline, showing where a company currently stands so improvements can be measured against it. Prospective clients can request a free initial consultation.

Work can be arranged either as a defined project or as an ongoing monthly contract. For clients that outsource HR functions, the firm can deliver support at the client's location, remotely from its own office, or in another format suited to how the client prefers to operate.

HR Services Offered

The assessment and the follow-up consulting cover a broad set of HR areas:

• Corporate culture and identity, including vision and mission statements and diversity initiatives
• Recruiting and hiring, with job descriptions and structured interview guides
• Performance management and coaching, including appraisal processes and individual performance plans
• Employee development and training, with individual training plans linked to performance goals
• Compensation and benefits, covering market-based pay and employer-sponsored benefit programs
• Formal succession plans and programs to develop future leaders
• Compliance support, written policies and procedures, employee handbooks and personnel record keeping

Team and Background

The firm lists three consultants whose combined experience extends beyond traditional HR. Kent Williams holds a bachelor's degree in education and brings 28 years of increasingly senior HR management experience. His work has spanned workforce planning and staffing, talent management, employee benefits, organizational development and training, employee relations, diversity strategy, HR policy, and compliance with employment law.

He is involved in several professional associations and has presented on HR subjects at conferences both regionally and nationally. Darren Fuqua earned a bachelor's degree in cellular biology.

His career has moved from analytical chemistry to IT and then to HR, and he has overseen lab operations, software testing and quality assurance, recruiting for technical roles, HR information systems and performance management, so he can help clients with both people and technology problems.

John Ha holds an MBA and a bachelor's degree in mechanical engineering and has 13 years of technical and business experience. Strong in project management, he has worked in engineering, financial planning and analysis, developing new business, and HR.

What sets HR Business Links apart is this blend of HR, scientific, engineering, technology and financial backgrounds, together with an assessment-first method that ties every recommendation back to the client's strategy. That combination may suit employers that want either a one-time HR review or continuing outsourced HR support.

LUXA Enterprises is a Tulsa-based outsourcing firm that handles back-office work for small and mid-sized organizations. It combines human resources support with payroll, accounting, bookkeeping and fractional CFO services. For buyers comparing HR partners, the main appeal is one provider that covers people operations and the financial functions that usually sit next to them. The company packages this work under its Affordable Back Office™ brand.

HR and payroll support

The firm positions its HR staff as a stand-in for an internal department. They help employers with the policies and compliance obligations that apply at every stage of employment, from hiring and onboarding through retention and departures. The site highlights help with recruitment, training, benefits access and workplace safety duties. Payroll is offered as a companion service.

Degreed payroll specialists help clients set up and run a payroll system and keep it in line with current payroll law. LUXA says its payroll offering is aimed at employers with ten or more staff, and clients reach their payroll through an isolved portal.

• HR outsourcing and compliance guidance
• Recruitment, training and retention support
• Employee separation and policy guidance
• Payroll setup, administration and processing
• Accounting, bookkeeping and financial reporting
• Virtual CFO services and business consulting
• Accounting for nonprofit organizations

How the firm works

LUXA does not assign a single consultant to each client. Instead, it uses a team model: a client works with a dedicated group, while specialists in accounting, HR and payroll collaborate in the background. The company describes each engagement as tailored to the organization.

For prospective clients, it offers to prepare a proposed plan meant to demonstrate potential savings and efficiency gains. Its stated aims include lowering overhead, reducing errors and fraud exposure, and freeing owners and stretched office staff to concentrate on core operations. LUXA reports a 95% client retention rate.

Background and team

The company dates to 2007. That year, Ken and Tom Clifford created it as a shared service center for their own businesses, with operations housed largely within Clifford Power Systems. Frauke Petersen joined as CFO in 2008-2009, later became president, and bought the company outright in 2019.

A business plan for serving Tulsa small businesses was well received at a local entrepreneurship competition, and LUXA began marketing to outside clients around 2012. The firm grew past 20 employees between 2013 and 2018. Michael Chromy became president in 2022 and acquired the firm in 2024.

He is a US Armed Forces veteran with an MBA from Rogers State University and is pursuing a doctorate in business administration.

HR work is led by chief HR officer Brian Martin, who has more than 15 years in human resources and over 25 in management. He holds a business degree from Northeastern State University and a master's in management from Southern Nazarene University, where he also teaches HR and business courses as an adjunct.

He retired from the Oklahoma National Guard after 20 years of combined Army and Air Force service. Earlier, he held roles with the American Red Cross and several smaller employers. Two senior HR consultants, Yvonne Davis and Beth Brown, round out the HR group.

They are supported by three senior payroll specialists and an accounting staff that includes a CPA-certified CFO, a controller and a director of nonprofit accounting. Testimonials on the site come from Tulsa-area clients, including an architecture firm, a PR agency and a property company.

Overview

The Persimmon Group is a consulting firm headquartered in downtown Tulsa that has advised organizations since 2004. It works with senior leaders, managers and delivery teams on strategy, leadership effectiveness, project execution and workforce capability. The firm presents itself as a general business consultancy, not a traditional HR outsourcing provider.

Even so, much of its work centers on people: it coaches executives, designs training for staff and places experienced project professionals with clients. It is most relevant to buyers seeking leadership development, talent growth or organizational change support. Companies that need payroll, benefits administration or compliance help should look elsewhere.

Practice Areas and Services

The firm groups its work into three main areas. Each one addresses a different level of the organization, from the executive suite to individual contributors.

• Leadership & Strategy: competitive strategy development, executive coaching and consulting on organizational transformation
• Project Management Consulting: building and maturing project management offices, program leadership and tactical project staffing
• Learning & Development: public classes on a published schedule plus private programs built for a single client, covering leadership, teamwork and project management
• Speaking: keynote presentations that clients can book for events

How They Work With Clients

Persimmon says it deliberately avoids generic, prepackaged methods. Its view is that frameworks applied without adaptation can produce side effects nobody intended. Consultants combine their own experience with the client's internal knowledge. The goal is solutions that reflect the company's culture and values and that support its long-range direction.

The firm's stated mission is to strip away effort that produces little result, so people can direct their energy toward priorities that count. Its published case studies include program leadership for a fast-growing technology infrastructure services company. Another covers the creation of a scalable PMO for a retail technology business.

Background and Team

The company marked its twentieth anniversary in November 2024. It began in Tulsa and now serves clients both locally and internationally. Founder and CEO Bill Fournet draws on his experience leading high-performance teams and delivers keynote talks abroad. President Sara Gallagher oversees strategy and operations across every practice.

She is known as a specialist in PMOs and project management and earned her degree at Emory University before returning to her hometown. Josh Miller, Chief Business Development Officer, runs marketing and sales. Amy Joy, CFO, manages finances and contracts. Recent job postings list roles in Tulsa and Oklahoma City, typically full-time with partial remote flexibility.

Culture and Distinctions

The firm holds a Great Place to Work certification for 2025-2026, with every surveyed employee endorsing the workplace. Anonymous comments from its 2022 Best Places to Work survey highlight flexible schedules, a focus on employee wellbeing and leaders who act on staff feedback.

Its guiding principles stress owning mistakes, asking colleagues for help, continuous growth, honest feedback and inclusion, backed by a stated commitment to diversity, equity and inclusion. For buyers choosing a partner to develop their own people, this record suggests Persimmon applies its philosophy internally.

The company name comes from a folk tradition of reading persimmon seeds to forecast winter, a metaphor for spotting organizational issues early.