Our Team

In order for your business to grow, you need a strategic approach to human resources and organizational change management. Change is necessary for the growth of your business, but resistance to change is rational and predictable. If you are trying to make a significant change in your business, the degree to which your people adopt and implement that change is the difference between failure and success. At Red Clover, we firmly believe that every change project deserves to be done well. We provide the strategic Human Resources support and organizational change management methodology to deliver the results you want for the growth of your company, with your people and company culture in mind.

Red Clover has helped our company to take our hiring and people management to the next level. With the help of our consultant Eric, we have implemented regular people touchpoints and have instituted new hiring practices to ensure we hire the right people for the right positions. We are grateful for Eric and all of his help.
Joe Giovannoli

Red Clover offers a large-scale, corporate Human Resources experience that’s accessible to organizations of any size. We roll up our sleeves to deliver customized HR solutions and strategies for your business. Our SHRM certified consultants bring a different perspective to our work, one that helps you look at your problems and change plan a little differently too. Our goal is to leave your organization better than we found it with customized HR processes and with the knowledge to continue successfully and independently of an external consulting partner.

At Red Clover, we’ve got your back.

Jennifer L’Estrange

Managing Director

Jen L’Estrange, the founder and managing director of Red Clover, is fanatical about helping companies clearly define their people strategies and achieve their change goals. She is committed to building a team of uniquely talented HR consultants from diverse backgrounds to provide strategic guidance to the firm’s clients.

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Eric Mochnacz, SHRM-SCP

Director of Operations

Eric Mochnacz, SHRM-SCP, pivoted into the world of HR consulting after fifteen years of toiling away in higher education…and hasn’t looked back. When working with any client, large or small, Eric is passionate about leaving their organization better than he found it. He thrives in getting to know the people that contribute to the company’s success and partnering with them to help the client meet their ambitious change goals.

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Kate Conroy, SHRM-SCP

Senior Consultant

Kate is joining the world of Human Resources Consulting after six years of managing high-performing teams, streamlining inefficient processes, and driving impactful change in Higher Education. Kate has advanced experience in training curriculum development and deployment and execution of employee development programs.

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Caitlin Weiser, aPHR


Caitlin intentionally pivoted to Human Resources consulting after ten years of managing multiple high-volume retail stores on the East and West coasts. With her proven success in building teams from the ground up to improve underperforming stores, Caitlin is ready to support the firm’s clients in all aspects of employee relations, culture building, performance management, and change implementation.

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Thomas Hughes


Thomas “TJ” Hughes joins Red Clover, taking his first step into the world of HR consulting, after 12 years of professional experience across diverse industries – including law enforcement, fitness and wellness management, and healthcare.  TJ prides himself in his ability to create change within the workplace by improving company culture through the design and implementation of new employee training programs.

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Lesley Kleiven

Administrative Assistant

Lesley joins Red Clover with an extensive background in process development focusing on company growth.  She has worked with both large and small organizations to streamline their internal operations to produce tangible results. 

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The Results

Construction and Contracting

A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.

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