Frequently Asked Questions

Who do you work with?

I work with emerging and evolving leaders, high-performing professionals, and organizations across Canada and internationally who want to strengthen leadership and people strategy. Most clients are stepping into bigger roles, navigating change, or looking to align their work with what truly matters.

My clients typically include:

• First-time people leaders

• Technical experts transitioning into leadership

• Mid-career professionals seeking clarity

• HR leaders and Total Rewards professionals

• Organizations needing fractional HR leadership

I have worked across engineering, manufacturing, retail, pharmaceuticals, and global corporate environments. I particularly enjoy working with leaders who care about impact, culture, and building environments where people thrive.

How do I get started?

The first step is complimentary exploratory conversation. This is a no-pressure discussion to understand your goals, determine fit, and explore which coaching or advisory option is right for you.

During the call, we:

• Clarify what you’re navigating

• Identify your desired outcomes

• Discuss possible engagement structures

• Answer your questions

You don’t need to prepare anything formal. Just bring your current reality and where you’d like to go next.

Do you work with individuals, organizations, or both?

I work with both individuals and organizations. Coaching engagements are typically 1:1, while fractional HR leadership supports executive teams and growing companies at a strategic level.

Who is Heidi Klotz?

Heidi Klotz is a Leadership and Career Coach and Fractional HR Leader based in Montreal, Canada. She holds a Master of Management Analytics from Queen’s University and is completing her ICF coaching certification at Concordia University. She brings over 20 years of senior HR leadership experience, including serving as Vice President, Total Rewards at AtkinsRéalis. Heidi specializes in leadership development, career transitions, total rewards strategy, and HR analytics. She works with leaders and organizations in both English and French.

What is Heidi Klotz’s professional background?

Before launching her coaching and advisory practice, Heidi held executive HR roles across global organizations including AtkinsRéalis, Kruger, Ardene, Mattel, Bristol Myers Squibb, and Merck. She has led teams of up to 18 professionals and supported workforces ranging from 400 to over 40,000 employees across North America and globally. Her expertise includes Total Rewards strategy, compensation and benefits design, talent management, HR systems, and people analytics. She has led cross-border teams and supported organizations ranging from 400 to 40,000 employees.

Is Heidi Klotz a certified coach?

Heidi is completing her Professional Goal-Centric Certified Coach designation at Concordia University and is working toward her Associate Certified Coach credential with the International Coaching Federation. Her coaching approach blends formal coaching training with two decades of executive HR leadership experience.

Does Heidi offer coaching in French?

Yes. Heidi offers coaching and advisory services in both English and French. She is fully bilingual and works with clients across Canada and internationally.

What makes Heidi’s coaching approach different?

Heidi blends executive HR leadership experience with professional coaching training, creating conversations that are both strategic and deeply human.

Clients benefit from:

• Strategic insight grounded in real-world leadership experience

• Clear communication and structured thinking

• Strong ethical foundation and values-based leadership

• Action-oriented growth plans

Her background in analytics and AI also allows her to integrate data-informed thinking into leadership development conversations when appropriate.

Where is Heidi Klotz based?

Heidi is based in Montreal, Quebec, Canada. She works with clients locally and internationally through virtual sessions.

What topics does Heidi frequently coach on?

• Leadership transitions

• Executive presence and communication

• Career clarity and promotion strategy

• Performance review preparation

• Navigating organizational change

• Compensation and total rewards strategy

• Building high-performing HR functions

• Developing confident, values-based leadership

What credentials and certifications does Heidi hold?

Heidi holds the following credentials:

• SHRM Senior Certified Professional (SHRM-SCP)

• Certified Compensation Professional (CCP)

• Global Remuneration Professional (GRP)

• Master of Management Analytics, Queen’s University

• Professional Goal-Centric Certified Coach (in progress)

What is leadership and career coaching?

Leadership and career coaching is a structured, confidential partnership designed to help you grow as a leader, clarify your career direction, and take intentional action. It combines reflection, strategy, and accountability so you can lead with confidence and create a career aligned with your strengths and values.

In practice, this means we:

• Clarify your goals and leadership identity

• Strengthen confidence and executive presence

• Navigate promotions or role transitions

• Prepare for performance or development conversations

• Increase influence and communication impact

• Build a realistic, step-by-step growth plan

My approach blends professional coaching training with 20+ years of senior HR leadership experience, so our conversations are both reflective and practical.

What makes your coaching approach different?

My coaching integrates strategic business experience with a human-centered leadership lens. I bring both formal coach training and executive HR leadership experience to every engagement.

What sets my approach apart:

• ICF-aligned coaching competencies

• Real-world experience leading large, global teams 

• A focus on both performance and well-being

• Clear communication and structured action planning

My leadership background informs a coaching style that is clear, values-driven, and empowering. That same presence carries into my coaching practice.

You won’t just “talk about growth.” You’ll define it, plan it, and move toward it.

Do you offer virtual coaching?

Yes. All coaching sessions are offered virtually, allowing clients across Canada and globally to work with me. Sessions are structured, focused, and designed to create meaningful progress regardless of location.

Virtual coaching includes:

• 1:1 video sessions

• Clear session goals and takeaways

• Action steps between meetings

• Ongoing accountability

Virtual delivery allows flexibility while maintaining depth and confidentiality.

How long do coaching engagements typically last?

Most coaching engagements range from two to six months, depending on your goals and level of support needed. Some clients choose focused short-term packages, while others prefer longer leadership development journeys.

Typical formats include:

• 3-month clarity and transition support

• 6-month leadership growth programs

• Short-term coaching intensives

• Ongoing partnership

We determine the right structure based on your objectives, timeline, and desired pace of change. Coaching packages and investment details are available on the Coaching Packages section of this site.

Is coaching confidential?

Yes. Coaching conversations are strictly confidential. Psychological safety and trust are foundational to meaningful growth.

Confidentiality ensures you can:

• Speak openly about workplace challenges

• Explore career uncertainty without judgment

• Reflect honestly on leadership blind spots

• Test new ideas and perspectives safely

Coaching is a space for clarity and truth — not performance.

What is the difference between coaching and mentoring?

Coaching is a structured partnership focused on helping you generate your own insights, clarity, and decisions. Mentoring typically involves advice-sharing based on personal experience.

While I bring executive HR experience into our conversations, my coaching approach is grounded in ICF-aligned coaching competencies, meaning the focus remains on your growth, not my opinions.

What is fractional HR leadership?

Fractional HR leadership provides senior-level HR strategy and guidance to growing organizations on a part-time or project basis. It allows companies to access executive expertise without hiring a full-time Chief HR Officer.

Fractional HR support may include:

• HR strategy and organizational design

• Compensation and Total Rewards frameworks

• Talent and succession planning

• HR systems and analytics

• Employee engagement strategy

• Leadership development support

With experience leading compensation, benefits, analytics, and HR transformation initiatives across large organizations, I bring structure and strategic clarity to scaling businesses. This model is particularly valuable for scaling companies, founder-led organizations, or businesses in transition.

When should a company consider fractional HR leadership?

Organizations typically consider fractional HR leadership when:

• They are scaling quickly and need structure

• They lack senior HR expertise at the executive table

• They are preparing for growth, M&A, or transformation

• They need to redesign compensation or total rewards strategy

• They want strategic guidance without a full-time executive hire

How is fractional HR different from traditional HR consulting?

Traditional HR consulting often focuses on specific projects or compliance needs. Fractional HR leadership operates as a strategic partner to the executive team, providing ongoing guidance, decision support, and leadership alignment.

The focus is not just implementation — it is strategic direction and long-term capability building.