Client Impact

Strategic People Foundations & Program Design

This organization was preparing for significant organizational change and needed a cohesive, future-ready people foundation that would support leaders, employees, and long-term growth.
 

Working directly with the executive team (CEO & CFO), I partnered to design and operationalize a comprehensive people framework that moved beyond policy alignment and into practical, scalable execution.
 

🔹 Assessed the current people landscape and define a future-state HR operating model aligned to business strategy and upcoming organizational change
🔹Conducted a comprehensive HR audit to surface risks, gaps, and opportunities across programs, processes, and governance

🔹Designed and implemented a unified Employee Handbook and Code of Conduct so all employees operated from a single, consistent set of expectations — supporting clarity, compliance, and readiness for an upcoming merger

🔹Re-designed performance and goal-setting practices, equipping leaders with clear frameworks, tools, and guidance to drive accountability, development, and alignment

🔹Built end-to-end recruitment, pre-boarding, and onboarding programs, including workflows, templates, and manager tools to create a consistent and intentional employee experience

🔹Designed structured offboarding and termination processes to support leaders through complex transitions with clarity, consistency, and confidence

🔹Supported the recruitment and selection of a new HR Generalist, including role design, interviewing, and extensive knowledge transfer to ensure seamless internal ownership and sustainability

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Result: The organization now has a cohesive, strategy-aligned people foundation that supports consistent leadership decisions, scalable growth, and organizational change. With modernized people programs and strengthened internal HR capability, the business moved from reliance on ad-hoc practices to a fully operational HR function — designed to endure, adapt, and be confidently owned internally.

Strategic HR Policy & Document Development

A rapidly growing business lacked clear, practical policies that reflected both compliance requirements and organizational culture.

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🔹 Partnered with the CEO and leadership team to identify policy gaps and risks
🔹 Developed tailored, culturally aligned policies and documents to address emerging challenges

🔹 Embedded compliance, ethics, and employee relations guidance into easy-to-use resources

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Result: Established a strong, trusted policy foundation that reduced risk, improved clarity for leaders, and aligned day-to-day practices with organizational values.

Onboarding Program

Global expansion and rapid growth created the need for a highly engaging onboarding program that worked across time zones and virtual settings.

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🔹 Designed a comprehensive onboarding experience that supported HR, managers, and new hires during the first year of employment
🔹 Built a flexible model to accommodate global delivery and virtual participation
🔹 Developed tools and resources to help managers set new hires up for success

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Result: Accelerated new-hire productivity, helped employees quickly find their footing, and delivered a consistent, engaging first impression for new hires worldwide.

Pre-Boarding Program

Departments impacted by new hires—such as HR, IT, and Office Services—lacked consistent processes and communication, creating delays and confusion before employees started.

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🔹 Conducted current-state assessment and gap analysis to identify breakdowns across functions
🔹 Partnered with all affected departments to design a streamlined, future-state process
🔹 Established training, tools, and workflows to create consistency across teams
🔹 Managed a cross-functional delivery team of 15 to implement the new program

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Result: Created a seamless pre-boarding process that engaged new hires earlier, improved cross-departmental coordination, and supported all stakeholders to be aligned and prepared before day one.

Learning Management System

The organization needed a modern, scalable way to deliver learning consistently across global offices.

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🔹 Evaluated vendor platforms and selected one aligned with culture and business needs
🔹 Led implementation and managed vendor and internal technical teams
🔹 Ensured integration of the LMS with the existing HRIS for efficiency and usability

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Result: Delivered a centralized learning platform that streamlined training, enabled compliance tracking, and supported employee development worldwide.

Annual Talent Cycle

The organization lacked a cohesive global process for performance, development, and compensation, leaving leaders without the tools to make consistent, informed talent decisions.

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🔹 Designed and launched a global annual cycle covering goal-setting, performance evaluations, compensation planning, and talent development
🔹 Introduced Talent Review sessions to enable business leaders to discuss employee development and growth
🔹 Improved the Workday Advanced Compensation module to better support finance with budgeting, managers with planning, and executives with roll-up views of total compensation
🔹 Trained HR Business Partners and created communications to support 1,200+ employees globally

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Result: Built a transparent, data-driven process that improved fairness, enabled leaders to make better pay and development decisions, and aligned compensation practices with organizational priorities.

Workday Platform Implementation

At the organization’s inception, employees came from three legacy companies with disparate data, processes, and cultures. The new business needed a scalable HR system, that in the short term supported the HR team only and in the long term, was a full employee and manager-facing solution—making this implementation uniquely complex.

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🔹 Partnered with executives and the CHRO to gain deep understanding of the business’ goals, priorities and people strategies

🔹 Defined short- and long-term HR technology strategies that aligned with business & people goals
🔹 Directed a two-year, four-phase implementation covering 10 modules and multiple integrations
🔹 Oversaw both technical system design and organizational change management, while balancing a $3.5M budget
🔹 Assembled and led a cross-functional team of 25+, including vendors, HR leaders, SMEs, and change practitioners

🔹 Established governance frameworks and decision-making structures to maintain progress
🔹 Transitioned into Product Manager role post-launch, leading a high-performing team to drive ROI

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Result: Delivered the system on time and under budget, saving more than $100K. Within three days of launch, 83% of employees had adopted the platform, supported by a 90% training attendance rate. The implementation created a scalable HR foundation, drove lasting adoption, and built internal capability to sustain and evolve the platform over time.

Total Rewards Modernization

Compensation and benefits programs were outdated, inconsistently applied, and poorly understood by employees and leaders.

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🔹 Designed and implemented new compensation models, benefits offerings, and benchmarking surveys
🔹 Created and launched a global employee recognition program
🔹 Delivered targeted communications to improve transparency and understanding
🔹 Partnered with executives and governance committees to guide decision-making

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Result: Strengthened employee trust, improved retention, and gave leaders tools to make transparent, data-driven pay and benefit decisions.

Annual Performance & Compensation Cycle

The business lacked a structured process to connect employee performance with pay decisions.

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🔹 Designed and launched a full-scope annual performance and compensation cycle
🔹 Developed communications for 1,000+ employees to support clarity and engagement
🔹 Trained HR stakeholders across Business Partner, Compensation, and HRIS teams
🔹 Incorporated lessons learned in year two to enhance efficiency and adoption

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Result: Created a fair, transparent process that improved employee confidence in pay decisions and enabled leaders to make consistent, data-driven choices.

Payroll Cost Recovery Automation

Manual processes made it difficult to accurately recover the billable portion of payroll costs—approximately $2.5M every two weeks—creating inefficiencies and risk of revenue loss.

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🔹 Partnered with IT to design and implement an automated billing system to replace manual Excel processes
🔹 Streamlined payroll cost allocation across salaries, benefits, and taxes for accurate chargebacks
🔹 Managed monthly financial reporting, variance analysis, and forecasting for payroll-related expenses

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Result: Improved accuracy and timeliness of $2.5M bi-weekly cost recovery, reduced manual effort and errors, and provided leaders with reliable financial insights for decision-making.