Vanessa Hicks

HUMAN CAPITAL CONSULTANT & EXECUTIVE COACH

VANESSA HICKS

HR CONSULTANT & EXECUTIVE COACH

Vanessa Hicks, the owner of VHH Consulting, brings over 30 years of experience in the field of human capital management and executive coaching. She has worked both as an HR generalist and as a consultant specializing in human capital strategy, organizational development, change management, and executive and leadership coaching. Vanessa is also a certified coach, holding certifications in various assessments, including DiSC and the Energy Leadership Index (ELI), which enhance her ability to support clients in their personal and professional growth

Vanessa’s diverse and personal background forms the foundation of her work. She has lived and worked in a variety of countries around the world, including Kenya, Singapore, and many nations across Europe. Her clients also stretch across many business sectors, from large financial services and maritime transport businesses to community-based social service and arts and culture organizations.

It is this diversity of experience that drives her to deeply understand her client’s unique needs and work environments and to work with leaders and stakeholders to co-design thoughtful, sustainable solutions and systems. Vanessa is based in New York City and Rhode Island.

Ready to learn more about VHH Consulting? Browse available services, then book a free consult. Let’s start together.

VHH Consulting helps growth-oriented businesses and nonprofits strengthen their leadership and human capital strategies. From executive coaching to policy design and workforce planning, we provide practical guidance and operational support to drive sustainable growth.

Many small and mid-sized organizations see HR strategy as a luxury, but investing in people leads to tangible benefits—better compliance, stronger retention, and a culture that supports sustainable growth. Our clients understand that effective human capital management isn’t just about policies; it’s about creating the right conditions for employees to thrive and organizations to succeed.

  • Larger organizations have money and legal resources to help them when labor issues arise, but small businesses don’t have that luxury. A professional HR infrastructure is a small company’s best way to manage that risk.

  • Studies suggest that the cost of losing an employee can amount to 1.5-2 times the employee’s salary — for most small businesses and nonprofits, this can be a huge blow. A strategic approach to human capital helps you attract and retain the best talent.

  • When employees feel recognized for their contributions and supported as whole individuals, they bring more energy, creativity, and commitment to their work. A positive work environment fosters enthusiasm, reduces turnover, and helps teams perform at their best.

  • Companies and nonprofits eager to grow need to build systems that will grow with them — and human capital systems are no exception. Setting up the right policies, procedures, and infrastructure ensures that people feel supported and valued, whether there are 10 workers or 10,000. A systematic approach also frees up management to less time on administrative headaches and more time innovating and creating value.