About Officium

We’re Officium

Officium, LLC is an HR management consulting firm that provides innovative problem solving through an HR lens in a way that is sustainable and maintains, or increases, profitability. We work to understand the unique needs of each organization and develop customized solutions for success.

Working with Officium allows you to lead with the confidence required to make decisions that foster a healthy work environment resulting in happy clients, a motivated workforce, and a strong reputation.

The Officium team is composed of industry experts who have served in HR leadership positions for Fortune 500 and 100 companies. Together, we bring over 45 years of experience providing HR, employment law, and consulting services. Our team has deep expertise navigating complex workplace regulations, advising on compliance, and resolving sensitive employment matters to help organizations operate with integrity and confidence.

Our solutions lead to increased productivity, organizational excellence and a better quality of life for everyone.

Mission

Our mission is to empower and equip organizations with the tools required to cultivate a healthy and equitable work environment where workers are treated with respect and dignity.

Values

At the core of our work, Officium promotes and influences integrity, fairness, holistic approaches and innovation.

Edgar Ndjatou, Principal

Edgar is a DC-based business/nonprofit consultant who is passionate about creating workplaces that value fair treatment, trust and open communication. Previously a practicing employment attorney, Edgar leverages his knowledge and skillset to educate the public on workers’ rights and leads advocacy efforts in support of employees and their wellbeing. Through Officium, Edgar supports a client base that spans across a variety of industries in the public, private and government sectors in making competent HR decisions, strategizing innovative policies and procedures that benefit both employers and workers, and navigating difficult situations through alternative dispute resolution.

HR Case Study: Organizing for Growth

Problem:

A 5-year-old company, initially productive with a small, flexible team, faces challenges after securing its largest contract. Lacking job descriptions and HR policies, communication breakdowns occur, and the owner is burdened by constant questions. The chaotic environment causes the loss of a key employee.

Approach:

I conducted an audit of the company’s operations, goals, and employee duties. Based on this, I collaborated with the owner to establish job descriptions, HR policies, and Standard Operating Procedures (SOPs).

Solution:

Created structured job descriptions, clear HR policies, and SOPs to streamline processes, improve communication, and reduce the owner’s burden.

Results:

The company is more organized, reducing the owner’s daily involvement in routine questions. Employee roles were clarified, leading to better communication, morale, and productivity, and the company was able to meet the needs of its largest contract without losing more key staff

HR Case Study: Nonprofit HR Support & Recruitment

Problem:

A nonprofit client faced persistent HR issues—particularly around compliance, performance management, and the urgent need to recruit senior leadership. The absence of structured HR processes caused inefficiencies and leadership strain.

Approach:

I guided a manager through a performance improvement plan, focusing on clear documentation and feedback. Simultaneously, I partnered with the Executive Director to lead a full-cycle recruitment process for a senior role, from job posting to final selection.

Solution:

We implemented clear, structured processes that improved performance management and streamlined hiring. The Executive Director praised the process and new hire, who quickly contributed to stronger operations and team morale.

Results:

The nonprofit now operates with greater HR efficiency and leadership capacity.

ADR Case Study: Partnership Dispute Resolution

Problem:

This case involved a business partnership between three individuals. Two partners wanted to remove the third from the partnership due to incompatible personalities, causing tension within
the group.

Approach:

I facilitated discussions to determine whether the differences could be resolved or if a separation was more beneficial. After concluding that a split was the best option, I mediated a fair division of clients and assets.

Solution:

I helped negotiate a financial arrangement for the third partner and mediated a path forward, ensuring no conflicts of interest.

Results:

The partnership was dissolved amicably, with all parties agreeing on the terms, preventing further disputes and maintaining professional relationships where possible.

HR/ADR Case Study: Employee Relations & Conflict Resolution

Problem:

XYZ company, which receives monthly outsourced HR support, had ongoing employee relations issues and disputes between team members. Conflicts among staff were affecting productivity, and there was a lack of clear processes to address these disputes. The company needed HR compliance guidance and a structured decision-making model to effectively manage conflicts.

Approach:

Using Alternative Dispute Resolution, I facilitated conversations between the colleagues in conflict to localize the source, enable constructive dialogue, and collaboratively propose solutions. After formalizing an agreement for resolution, I continued to monitor the situation with follow-up sessions to ensure success and address lingering issues.

Solution:

Through facilitated discussions, team members were able to identify the core issues, propose solutions, and reach a formalized agreement to resolve their disputes. The HR processes were also improved, providing a clear framework for decision-making and conflict resolution moving forward.

Results:

The facilitated conversations led to reduced tension, improved communication, and a stronger sense of collaboration. The conflicts were resolved without legal action, and the company has now structured HR processes to handle future disputes and maintain a positive work environment.

Media Mentions

Edgar is available to share his expertise on HR and employment law with publications, podcasts and similar media outlets. Schedule a time to speak with him here.

About Officium

We’re Officium

Edgar Ndjatou, Principal

HR Case Study: Organizing for Growth

Problem:

Approach:

Solution:

Results:

HR Case Study: Nonprofit HR Support & Recruitment

Problem:

Approach:

Solution:

Results:

ADR Case Study: Partnership Dispute Resolution

Problem:

Approach:

Solution:

Results:

HR/ADR Case Study: Employee Relations & Conflict Resolution

Problem:

Approach:

Solution:

Results:

Media Mentions

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