TW
HP
For EHS, HR, Operations & Risk Leaders

Do you know what your jobs actually demand of the body?

Not the job description. The measured physical demand.

Many employers don’t — and that’s where first-year injuries come from. TWHP helps employers with physically demanding work build a workforce-risk system their leaders can actually use: measured job demands, clear restriction and return-to-work processes, and KPI-driven accountability across EHS, HR, and operations.

Book a Discovery CallSee How It Works

Source: Travelers 2026 Injury Impact Report — first-year employees account for ~37% of workplace injuries and 34% of claim costs, based on 1.2M+ claims (2021–2025).

25+

Clinics Run

I staffed, budgeted, and ran the clinics your injured employees get sent to.

8 Years

Multi-Site Operations

I know what a prevention program costs to implement, because I've had to fund one.

Both Sides

Of the Claim

Prevention strategy from someone who has also managed the claim after it happened.

The Challenge

When workforce-risk management is fragmented, cost and disruption follow.

Injury and claims trends are reactive

Leaders receive reports after problems have escalated, rather than having actionable visibility into leading indicators and priority risk drivers.

Job demands and work restrictions are unclear

Supervisors, HR, and workers' compensation stakeholders may lack a consistent process for essential functions, transitional duty, and restriction management.

Corrective actions lose momentum

Inspections, incidents, and audits may generate actions without consistent ownership, due dates, escalation, or verification of completion.

EHS, HR, and operations work from different views of the problem

Disconnected data and unclear decision rights make it harder to prioritize the work that reduces workforce disruption.

Assess → Build → Lead

How TWHP supports employers.

A practical path from insight to sustained improvement. The Diagnostic is the usual starting point; each step stands on its own, and every engagement is run by one person — 26 years as a physical therapist, including 8 running the multi-site operations and work comp programs these services are built to fix.

  1. 01Assess

    Workforce Health & Risk Diagnostic

    Establish a baseline for injury trends, job-risk exposure, work restrictions, claims processes, KPIs, and operational follow-through.

    Best for

    Organizations that need a clear baseline, an executive view of the highest-priority gaps, and a practical 90-day roadmap.

    Includes

    • Review of available injury, claims, restriction, job-demand, training, inspection, and corrective-action information
    • Stakeholder interviews across operations, HR, EHS, and risk as appropriate
    • Workforce-risk KPI baseline
    • Priority findings and business implications
    • Risk-priority matrix
    • 90-day action roadmap
    • Executive decision session
    Explore the Diagnostic
  2. 02Build

    Workforce Health & Risk Operating System Build

    Implement KPI scorecards, corrective-action workflows, job-demand and return-to-work processes, and leadership operating routines.

    Best for

    Organizations that have identified priority gaps and need practical systems, tools, and leadership routines.

    Potential workstreams

    • Executive KPI scorecard and KPI dictionary
    • Injury, claims, and workforce-risk reporting structure
    • Corrective-action workflow, aging rules, and escalation process
    • Job-demand and essential-function documentation approach
    • Restriction, transitional-duty, and return-to-work workflow
    • Supervisor accountability tools
    • Monthly operating-review and quarterly executive-review cadence
    Discuss an Operating System Build
  3. 03Lead

    Fractional Occupational Health & Injury Prevention Advisor

    Ongoing senior leadership for your workforce-health program, without the full-time hire. Monthly KPI scorecard, operating review, corrective-action escalation, measured job demands, and a quarterly executive review. Twelve-month engagements with a quarterly off-ramp.

    Best for

    Employers that need ongoing senior advisory support, accountability structure, and executive visibility without a full-time leadership hire.

    Includes

    • Monthly KPI dashboard and leadership summary
    • Monthly workforce-risk operating review
    • Trend review for injuries, claims, restrictions, training, inspections, and corrective actions
    • Corrective-action aging and escalation support
    • Leadership coaching and cross-functional coordination
    • Quarterly executive strategy review
    • One priority improvement initiative at a time
    Explore Fractional Advisory
Methods

The methods a build can apply.

A build draws on these measurement methods as the work requires. Each is scoped in the implementation Statement of Work, or included in an ongoing Fractional Advisor engagement — they are not part of the Diagnostic, whose roadmap identifies which ones would help.

Job Functional Analysis

Measure it. The belief made operational — everything else in this sequence depends on the number.

A structured breakdown of the physical, cognitive, and environmental demands of specific job roles — the foundation for consistent, well-documented employment decisions.

  • Task inventory and physical demand classification
  • DOT/O*NET standards alignment
  • Essential function documentation

Typical deliverable

Job Demands Analysis (JDA) document per role

What it supports

Supports pre-employment testing design, accommodation discussions, and return-to-work planning with documented, measured job demands.

Job Risk Analysis

Find where it's dangerous. Which measured demands exceed what a body can sustain.

On-site or virtual systematic assessment of workplace tasks to identify physical demands placing workers at elevated risk for musculoskeletal injury.

  • Observation and documentation of job tasks
  • Force, frequency, and posture analysis
  • Written risk report with prioritized findings

Typical deliverable

Written Job Risk Analysis report with tiered recommendations

What it supports

Helps leaders see which tasks carry the most musculoskeletal risk so injury-prevention effort goes where it matters most.

Pre-Employment Testing Design

Match the person to the demand. Only sound because the Job Functional Analysis and Job Risk Analysis already exist.

Development of post-offer, pre-employment functional testing protocols that are job-specific and administered consistently.

  • Protocol design based on Job Functional Analysis data
  • Test administration guidelines
  • Scoring criteria tied to essential job functions

Typical deliverable

Customized testing protocol and scoring rubric

What it supports

Helps match candidates to documented job demands. How a given test is classified and applied under the ADA and EEOC guidance depends on its design — review protocols with counsel.

Learn About Pre-Employment Testing

Ergonomic Workstation & Desk Analysis

Lower the demand. Reach, height, tooling, and layout, wherever engineering allows.

Assessment of office, industrial, or hybrid workstations to identify ergonomic risk factors including improper monitor positioning, chair/desk setup, repetitive strain postures, and keyboard/mouse placement.

  • Per-employee or per-department assessment
  • Photographic documentation
  • Corrective action recommendations

Typical deliverable

Ergonomic Assessment Report with prioritized corrective actions

What it supports

Identifies repetitive-strain and cumulative-trauma risk factors and gives your team prioritized, practical corrections.

Learn About Ergonomic Assessment

OSHA Log Review & Musculoskeletal Injury Strategy

Check the work. The feedback loop confirming the first four steps actually worked.

Analysis of OSHA 300/300A logs to identify musculoskeletal injury patterns by department, job title, body part, and time period — followed by strategic program recommendations.

  • OSHA log data review and injury trend analysis
  • Root cause identification
  • Written strategic recommendations report

Typical deliverable

OSHA MSI Analysis Report + Injury Reduction Strategy document

What it supports

Turns reactive injury tracking into a clearer view of where prevention effort should go first. This is a strategy review, not a regulatory compliance audit.

A build also designs the return-to-work and transitional-duty workflow — see work conditioning and return-to-work programs.

Focus Areas

What we help leaders manage.

  • Musculoskeletal injury and workers' compensation trends
  • Job demands, essential functions, and workforce readiness
  • Work restrictions, transitional duty, and return-to-work processes
  • EHS and workforce-risk KPI dashboards
  • Incident, hazard, and corrective-action follow-through
  • Supervisor accountability and operating routines
  • Claims and absence patterns that affect workforce capacity
  • Cross-functional coordination across EHS, HR, operations, and risk
Ideal Clients

Is this a fit for your organization?

TWHP is designed for employers with physically demanding work, especially organizations experiencing one or more of the following:

  • Persistent musculoskeletal injuries or workers' compensation costs
  • Restricted-duty cases that last longer than expected
  • Growth across multiple sites, locations, shifts, or business units
  • Inconsistent job-demand or essential-function information
  • Open corrective actions, uneven follow-through, or unclear ownership
  • A need for stronger workforce-risk reporting and management routines
  • An EHS, HR, or operations leader who needs senior implementation support

Warehousing, distribution, fulfillment, cold storage, and manufacturing — operations where lifting, carrying, and repetitive handling drive the claim log. That’s the environment I ran programs in, and where measured job demands matter most.

Warehousing
Distribution
Fulfillment
Cold Storage
Manufacturing

Office and clinical environments are a different problem with different economics. If that’s your situation, say so on the call and I’ll tell you straight whether I’m the right fit.

Scope

Practical advisory, connected to the right specialists.

TWHP provides workforce-risk strategy, operating-system design, KPI development, leadership coaching, and implementation support. When specialized services are needed, we collaborate with qualified legal, industrial-hygiene, environmental, engineering, and clinical providers.

FAQ

Frequently asked questions

How does TWHP help an employer reduce workers' comp costs?

By fixing the upstream system, not chasing individual claims: measure what each job actually demands of the body, match worker capacity to that demand (including post-offer employment testing), build return-to-work and transitional-duty workflows that hold, and run the whole system on leading and lagging KPIs with named owners. Engagements follow an Assess → Build → Lead path, starting with the Workforce Health & Risk Diagnostic.

What size employer is this built for?

Employers with roughly 200–1,500 employees in physically demanding operations — manufacturing, warehousing, distribution, and logistics — large enough to carry real injury cost, small enough that national vendors rarely measure anything for them.

What is the difference between the Diagnostic, the Operating System Build, and Fractional Advisory?

The Diagnostic (typically 2–3 weeks) identifies the gaps and delivers a prioritized roadmap. The Operating System Build implements the roadmap as a defined project. Fractional Advisory puts an experienced occupational health and injury-prevention leader inside your operating cadence on an ongoing basis, without a full-time hire.

Do we need job demands data before starting?

No — finding out whether your job-demand information exists, is current, and is usable is part of the diagnostic. Inconsistent or missing job-demand data is one of the most common findings.

Where is this available?

Employer services are delivered in North Carolina and South Carolina, including an on-site component for the diagnostic's site visit.

Start the Conversation

Start with a discovery call.

In a focused conversation, we will determine whether injury trends, claims processes, work restrictions, job demands, or safety follow-through are creating avoidable workforce disruption — and whether a diagnostic is the right next step.

Book a Discovery Call