Compliance & Risk Reduction
The Challenge
A growing technology firm with operations in multiple states realized their HR practices hadn’t kept pace with expansion, creating risk exposure in wage and hour compliance, I-9 documentation, and inconsistent policies.
My Approach
- Led a comprehensive HR compliance audit across classification, onboarding, record keeping, and policy alignment.
- Designed remediation steps, including updated I-9 protocols and state-specific handbook addenda.
- Implemented standardized documentation protocols and delivered manager training sessions.
The Outcome
- Reduced compliance risk exposure by 40%.
- Standardized compliance practices across multiple states.
- Increased audit readiness and minimized legal exposure.
HR Systems Modernization
The Challenge
Manual HR processes could no longer support the scale and demands of a growing enterprise, exposing gaps in compliance and reporting.
My Approach
- Led end-to-end implementation of a new HRIS platform (Workday)
- Automated core HR processes and reporting to reduce administrative burden and improve compliance.
- Applied Agile HR methods to manage change and train HR and leadership teams for successful adoption.
The Outcome
- Reduced administrative workload by 35% through automation.
- Improved compliance reporting and workforce analytics across 3,500+ employees.
- Increased HR efficiency and service delivery speed by 25%.
Organizational Design & Change Leadership
The Challenge
A high-growth company required a new organizational structure to support scaling into EMEA and LATAM while maintaining alignment with U.S. operations.
My Approach
- Partnered with the CEO and board to align organizational design with business strategy.
- Conducted workforce planning and succession mapping for critical roles.
- Implemented a strategic, structured change management plan to ensure adoption and minimize disruption.
The Outcome
- Improved organizational efficiency by 30%.
- Strengthened succession pipeline with 25 leaders identified.
- Enabled smoother cross-regional collaboration through standardized operating model design.
M&A Integration
The Challenge
A company undergoing multiple acquisitions needed HR leadership to integrate systems, align cultures, and retain critical talent while minimizing operational disruption.
My Approach
- Partnered with the C-suite to design and lead the HR integration roadmap.
- Consolidated HRIS platforms and policies across legacy organizations.
- Applied the Prosci ADKAR change framework to guide leaders and employees through transition
The Outcome
- Retained 90% of key talent during transition.
- Delivered $1.2M in HR savings within six months.
- Completed integration on schedule, strengthening cultural alignment and executive confidence.
Talent & Leadership Development
The Challenge
A mid-sized enterprise lacked structured succession planning and leadership development, creating vulnerability in critical roles.
My Approach
- Designed and launched an enterprise-wide talent management framework.
- Introduced succession planning, leadership training, and performance calibration sessions.
- Used data analytics to identify and develop high-potential employees.
The Outcome
- Built a bench of 35 high-potential leaders across departments.
- Improved retention of top talent by 25%.
- Increased leadership readiness, reducing external recruiting costs by 30%.