I partner with founders and leadership teams who need experienced People & Culture leadership—without adding a full-time executive.

With over 20 years of experience, I provide fractional People & Culture and HR leadership for organizations navigating growth, change, or complexity. I work closely with executives to build scalable people systems, strengthen leadership, and align culture with business goals.

My expertise includes employee relations, talent acquisition and development, organizational design, compensation and benefits, compliance, and HR infrastructure. I’m known for being pragmatic, steady, and highly effective—able to move seamlessly between strategy and execution.

I hold a Bachelor’s degree in Industrial & Organizational Psychology from Temple University and a Master’s degree in Human Resource Management from Wilmington University.

As founder of People & Culture Collaborative, I support growing companies from recruitment through retirement—offering fractional leadership, advisory support, and project-based engagement tailored to your needs.

If you’re looking for a trusted People & Culture partner who can step in quickly and make an immediate impact, let’s connect.

Whether referred to as Human Resources or People & Culture, the essence of the work remains the same: creating environments where individuals can excel and businesses can achieve sustainable growth.

When executed effectively, this approach is evident in various aspects:
- The decision-making processes of leaders under pressure
- The communication dynamics within teams during times of change
- The sense of trust, support, and clarity that individuals experience regarding expectations

This endeavor transcends titles, buzzwords, or superficial perks. It focuses on establishing the right systems, leadership habits, and operational rhythms that enable both people and the organization to flourish.

During periods of growth, uncertainty, or transformation, robust HR or People & Culture leadership offers clarity amidst chaos, consistency as teams expand, and a sense of humanity when organizations demand much from their workforce.

Regardless of the terminology used, what truly matters is the intentionality behind the actions.

A people-first approach is not merely a soft strategy; it is a strategic imperative.

Moira Hudak-Hall, MA

Over two decades as an HR practitioner, I bring expertise in strategic planning, project management, and leadership coaching. My background includes extensive work in employee relations, recruitment, talent management, legal compliance, and benefits administration. I hold a Bachelor's in industrial and organizational psychology from Temple University and a Master's in Human Resource Management from Wilmington University. I've driven organizational development, led successful transformations, and implemented innovative talent strategies throughout my career. As founder of the People and Culture Collaborative, I'm dedicated to supporting companies from recruitment to retirement, fostering collaboration and innovation in HR practices.

People & Culture Consultant | Certified Executive Coach | Advisor | Boad Member|

The first time I won an award on my own was in elementary school.

I grew up in Philadelphia, and we were learning about Dr. Martin Luther King Jr. Our class participated in a writing competition focused on his teachings. I remember being genuinely upset—confused and angry—that people had to fight for basic rights: the right to vote, to eat, to ride a bus, to be treated with dignity.

I don’t remember what I wrote. But I clearly remember sitting in a large auditorium and hearing my name called as the winner. I remember realizing, even then, that words—and voice—carry weight.

As a People & Culture leader today, that moment feels less like a childhood memory and more like an origin story. Because what unsettles me most is this: I was a child writing about injustice as history. And yet here we are—still navigating threats to voting rights, still debating the value of equity and inclusion, still asking whether fairness belongs in the workplace.

Leadership, I’ve learned, isn’t neutral. Culture isn’t accidental. Equity doesn’t sustain itself without intention. Whether we’re shaping policy, building teams, or deciding whose voices are heard, we are making choices that either move us forward—or quietly hold us back.

Dr. King reminded us that progress requires courage and persistence. In today’s workplaces, that courage shows up as inclusive leadership, equitable systems, and a willingness to stand firm when the work gets uncomfortable.

That lesson has stayed with me far longer than the award ever did.

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Moira Hudak-Hall's Linkedin Analytics

Moira Hudak-Hall

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Moira Hudak-Hall's Linkedin Analytics

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