From bottlenecks to breakthroughs.
We partner with companies to streamline operations, raise efficiency, and unlock new revenue. CBDS brings hands-on expertise—diagnostics, implementation, enablement, and ongoing improvement—so you see measurable impact fast. Scale what works, optimize what doesn't, and grow with confidence.
How we work
Let’s make your business run smoothly—and profitably.
Next step: Reach out! We’ll outline a concise, actionable plan.
With a CBDS Comprehensive Operations Audit, we'll find the vacancies in your operations, and fill them with systems that will drive profit and increase productivity. We'll help you analyze your business processes, identify areas for improvement, develop strategies to achieve your business goals, and improve your bottom line.
When all of your systems and platforms are effortlessly communicating with each other, your business will run like a well-oiled machine.
As a certified HR Consultant, CBDS can assist with your many HR needs. We can get you compliant with state labor laws, or even help run payroll and manage employees day-to-day.
Technical architecture and full-stack development, specializing in connecting web infrastructure with operational systems - CBDS will help you develop and implement a digital transformation that will modernize your business operations and enable you to stay ahead of the competition. Utilize time more effectively by creating automated systems, and let CBDS rebuild your digital footprint exacting to your vision of success.
Our leadership development services will help you and your staff develop and cultivate the skills necessary to lead your business to success. Your team will be well-trained on all newly implemented systems and platforms. We can even help train your team members who need help learning your current systems.
We offer customized customer experience solutions to help you improve customer satisfaction, loyalty, and retention.
Our supply chain management services will help you optimize your supply chain, reduce costs, and improve your overall efficiency.
This seems slightly open-ended, though it is exactly how it sounds. Have a project in mind, but aren't sure how to execute it, or even where to begin? Need brochures created, employee handbooks drafted, logo or graphics developed, a commercial shot, special products sourced, trade show planning, or want to launch a new sector of your business? Whatever your vision, let us know and we'll bring it to reality.
Over 20 years of experience in providing business and management services to companies of all sizes, in many different industries. We have a deep understanding of business as a whole, and its nature, and we can help you achieve your business goals. We'll help you find things you didn't know you were missing, and guide you along the way as
Over 20 years of experience in providing business and management services to companies of all sizes, in many different industries. We have a deep understanding of business as a whole, and its nature, and we can help you achieve your business goals. We'll help you find things you didn't know you were missing, and guide you along the way as we implement the infrastructure you always dreamed your business would have. We have learned what we know from the experience of having done it ourselves. All of the trials and errors that become opportunities for learning, that one day bring you to (or close to) perfection... we've lived them, built new systems for them, and transformed them into well-oiled machines.
We believe in taking a customized approach to each of our clients. We work closely with you to understand your unique needs and challenges, and develop solutions that are tailored to your specific situation. We believe in professionalism. We believe in proper and traditional business ethics and etiquette. If we don't have the answer, we w
We believe in taking a customized approach to each of our clients. We work closely with you to understand your unique needs and challenges, and develop solutions that are tailored to your specific situation. We believe in professionalism. We believe in proper and traditional business ethics and etiquette. If we don't have the answer, we won't tell you that we do... BUT WE'LL GET IT.
We are here to support you and help you grow, and we're here to help you best support your team.
Sirena Johnson is an operations and systems strategist with 20+ years spanning frontline roles to executive leadership. She’s partnered with boards, company officers, and management teams at a Fortune 500 headquarters to diagnose bottlenecks, build scalable systems, and drive measurable growth.
As Founder of Corporate Business Developmen
Sirena Johnson is an operations and systems strategist with 20+ years spanning frontline roles to executive leadership. She’s partnered with boards, company officers, and management teams at a Fortune 500 headquarters to diagnose bottlenecks, build scalable systems, and drive measurable growth.
As Founder of Corporate Business Development Solutions (CBDS), Sirena consults with many clients in various and sometimes complex industries—designing the processes, tech stack, and team rhythms that turn daily chaos into calm, profitable operations. Her focus: practical fixes, accountable execution, and the confidence that comes from a business running the way its owners always envisioned.
Rooted in time-honored standards: courtesy, respect, clear boundaries, professional demeanor and communication, and doing business the right way.
We keep our word, own outcomes, and do the right thing, even when no one’s looking.
Your information stays private; we protect it as if it were our own.
"..these updates touch on various aspects of the hiring process, from job advertisements to criminal background checks and pre-employment drug screenings.
Hiring & Recruiting:
Employers are now required to be more vigilant in crafting job advertisements, ensuring that the language used is free from any form of discrimination. Additionally, certain employers are now mandated to include reasonable pay scales in their job postings.
A new law has also made it illegal for employers to require a driver’s license unless driving is an essential part of the job and no comparable alternative transportation exists.
In an effort to promote fairness, a recent law prohibits employers from asking applicants about their gender or salary history. This shift aims to combat wage discrimination and ensure a more equitable hiring process.
California’s Fair Chance Act has introduced a rigorous process for criminal background checks, emphasizing that these checks can occur only after a conditional offer of employment is made. If a criminal conviction surfaces, employers must conduct an individualized assessment to determine its relevance to the job. Applicants also are given the opportunity to provide additional information before a decision to deny employment is made.
The Fair Employment and Housing Act has brought significant changes to how pre-employment drug screenings are conducted. Employers are prohibited from discriminating against applicants who use cannabis off the job (but employers can require employees to be drug-free during work hours). Additionally, drug screenings must be adjusted to avoid testing for non-psychoactive cannabis metabolites, a change that requires employers to work closely with their drug screening vendors.
Job Descriptions:
It is recommended that job descriptions be reviewed annually to ensure they accurately reflect an employee’s current duties. Accurate job descriptions help with classification (exempt vs. non-exempt), background checks, and reasonable accommodation requests.
Job descriptions also provide clarity for performance expectations. For example, if an employer is dealing with an employee with performance issues, the employer can go over the employee’s job description and help the employee understand where they’re falling short.
Employee Handbook:
It is recommended that employers review employee handbooks yearly to align with new laws and ensure the policies reflect current practices.
An employee handbook is basically the workplace rules manual for employees.
“It’s how we are going to communicate the expectations and the policies to our employees. So, if you want to enforce those rules, you of course need to make sure that your employees are aware of those rules. Secondly, a lot of times we have written policies that maybe have been in place for a while, they haven’t been reviewed, and they kind of get stale,” says CalChamber Labor and Employment General Counsel Bianca Saad.
Training Programs:
In California, employers should ensure their teams undergo the required trainings to maintain legal compliance.
One requirement is harassment prevention training, which must occur every two years. Non-supervisory employees are required to undergo one hour of training, while supervisors must receive two hours. Newly hired or promoted supervisors must complete this training within six months of their new hire or promotion.
Additionally, the state of CA now mandates annual workplace violence prevention training for all employees, with additional sessions required whenever changes are made to the workplace violence prevention plan.
While not legally required, training on wage and hour laws, as well as mandatory leave policies such as paid sick leave and the California Family Rights Act, is essential to ensure compliance. Supervisors, in particular, must understand these regulations to prevent costly legal issues, such as violations of employee break requirements or not paying employees for all hours worked. Inadequate training in these areas can lead to actions under the Private Attorneys General Act (PAGA), which can be both costly and disruptive.
Beyond compliance, effective training helps address specific organizational risks. Companies are encouraged to assess where their operations are most vulnerable and implement training programs that address those areas. For instance, cybersecurity training is increasingly crucial for businesses that have employees who rely heavily on computer systems.
Performance Management:
The first thing that employers should keep in mind when they’re determining whether someone should be disciplined or rewarded, is to ensure that the decision being made is for a non-discriminatory, non-retaliatory legitimate business reason. Effective performance management techniques are key in this area. Whether quarterly or bi-annually, employees should receive a performance review from their managers. This ensures that performance issues are addressed promptly, preventing situations where an employee may be caught off guard by disciplinary action or termination if they haven’t been informed about their performance issues earlier.
Additionally, maintaining consistent, objective standards for evaluating performance is critical to avoid potential legal pitfalls. A structured review system helps ensure that employees are assessed fairly and are aware of the expectations and criteria used to evaluate their work. This transparency not only fosters better employee retention but also helps mitigate risks of discrimination or unfair treatment.
- Article contains excerpts from Cal-Chamber publications and from CalChamber Labor and Employment General Counsel Bianca Saad and CalChamber Associate General Counsel Matthew Roberts
CA Workplace Violence Prevention Training via i2i WORKPLACE (online):
https://i2iworkplace.com/workplace-violence-us
CA Sexual Harassment Training via State of CA Civil Rights Dept (online):
Conveniently and securely pay your invoice online with Corporate Business Development Solutions.