From Strategy to Results:

Turning good ideas into great execution

Aligning business goals with people, culture and execution.

I help organizations bridge the gap between strategy and results — ensuring business goals take root in culture, processes, and daily operations. By blending expertise in communication, change leadership, and HR programs, I make sure initiatives are embraced, embedded and deliver measurable value.

Fractional HR Support

When companies need the right partner to step in, provide guidance, and get things done.

I offer fractional and advisory HR services to help your team fill capability or capacity gaps—especially during periods of growth, transition or change.

Whether you need short-term coverage or ongoing support, I can serve as a trusted advisor to HR leaders or as a hands-on team member who can step in and embed directly with your function.

Roles I support include:

  • Fractional leadership: HR or Corporate Communications; Talent/Career; HRBP

  • Strategic thought partner to the CHRO and HRLT

  • Coach or advisor to help upskill HR team members

  • Implementation support on HR projects

  • Embedded team member during high-volume or high-visibility projects

Expertise | Partnership | Scalability

Strategic Communication

Effective communication is so much more than crafting a good message—it’s about ensuring the right people hear it, understand it and act on it.

I start by clarifying objectives—what success looks like and how it will be measured—while aligning with stakeholder priorities. From there, I help you engage the right voices, choose the most effective channels, and design campaigns that reflect your business realities, culture, and implementation needs.

Whether for a major transformation or a day-to-day initiative, I bring a structured yet flexible approach that ensures your strategy doesn’t just get communicated—it gets understood and adopted.

Areas of focus:

  • Total rewards and benefits communications

  • Compensation and pay transparency initiatives

  • Career and talent programs (career frameworks, mentorship, performance management, etc.)

  • Annual enrollment and health/welfare changes

  • Learning and development initiatives

  • Employee value proposition rollouts

  • Culture initiatives

  • Executive and leadership communications

  • HR technology launches and enablement

  • Workplace policies updates

  • Onboarding and offboarding programs

  • Enterprise changes (employment actions, organizational shifts, external response, etc.)

  • Crisis communications

  • DEI programs and change communications

  • Contract negotiation messaging support

  • Hybrid/flex work arrangements

Clarity | Connection | Impact

Talent Program Optimization

Even the strongest HR programs can lose momentum over time—drifting from their original intent or failing to deliver the results they once promised.

I take a data-driven, diagnostic approach to uncover what’s working, what’s not, and why. Looking holistically at workforce trends, stakeholder input, policies, processes, and measurable outcomes, I identify the root causes of underperformance and shape practical, actionable strategies that align with business priorities, cultural dynamics, and operational realities.

Whether it’s a legacy program that needs a reset or a newer initiative struggling to gain traction, I help pinpoint where it went off track and design a plan to get it moving forward—so your people strategies deliver on their promise.

Areas of focus:

  • Assessing program impact — Compare outcomes against intended goals to pinpoint performance gaps.

  • Diagnosing adoption barriers — Identify participation, communication, or process challenges that limit uptake.

  • Analyzing workforce insights — Review engagement metrics, trend data, and cultural indicators to uncover root causes.

  • Auditing design and delivery — Evaluate policies, processes, training, and communication for clarity and alignment.

  • Engaging key stakeholders — Conduct interviews and focus groups to surface needs, perceptions, and opportunities.

  • Recommending targeted updates — Align program design with current business priorities and culture.

  • Driving successful implementation — Provide change management and communications support to ensure lasting results.

Insight | Alignment | Activation

Culture & Change Strategy

Organizational change is inevitable—thriving through it takes commitment and the right approach.

I work with companies to shape culture and guide change in ways that are authentic, achievable, and aligned with business priorities. Combining a deep understanding of organizational dynamics with a practical, people-first approach, I help leaders create lasting cultural alignment and ensure change is understood, supported, and sustained.

Areas of Focus:

  • Designing culture change strategies that align with business goals or leadership priorities

  • Defining and action planning values, behaviors, and cultural aspirations

  • Developing change management plans for HR initiatives

  • Aligning leadership teams on key people changes

  • Activating values through manager and employee engagement

  • Building culture narratives and communication toolkits

  • Assessing current culture and closing identified gaps

Authenticity | Engagement | Adoption

Driving Impact: Sample Projects

Here are a few examples of how I’ve helped organizations tackle critical workforce challenges and achieve measurable success.

Upskilling people managers to confidently make and communicate better pay decisions

Challenge: A global data and technology company needed to ensure managers understood and applied pay transparency and compensation planning best practices—especially in light of pay transparency disclosure laws.
Solution: Designed and implemented a company-wide learning and adoption strategy, embedding compensation principles into manager decision-making processes and providing resources for sustainability. Featured a series of videos complemented by a library of user-centric resources (e.g., fact sheets; talking points; etc.).
Impact: Achieved nearly training participation 100% compliance, reducing compensation inconsistencies and strengthening employee trust in pay practices.

challenge | solution | impact

Aligning Board expectations and management actions to drive enterprise-wide change

Challenge: A 17,000-employee U.S. company needed to align its executive team and Board on a sensitive, high-impact enterprise initiative—ensuring stakeholder expectations, business strategy, and cultural realities were fully considered.

Solution: Served as a senior advisor to a special Board subcommittee. Delivered a comprehensive strategy review, gathered stakeholder feedback through multiple channels, and designed an implementation roadmap—using evidence-based insights to surface gaps and create a realistic path forward that resonated across leadership levels.

Impact: Achieved unanimous Board alignment, secured sponsorship for the next phase of work, and positioned the organization for measurable progress—grounded in its unique values, culture, and operating model.

challenge | solution | impact

Unwinding DEI programming to respond to changing environment

Challenge: A mid-size professional services firm with deeply entrenched DEI programs needed to respond to changes in federal legislation and shifting corporate trends. Leadership sought a path forward that balanced compliance, operational needs, and employee sentiment.

Solution: Conducted a comprehensive audit of internal and external DEI-related programs, policies, processes, and collateral to identify elements requiring modification or elimination. Developed a transition strategy with actionable recommendations and led a multi-stakeholder communication campaign to ensure consistent messaging.

Impact: While many employees expressed disappointment at the changes, they understood the organization’s rationale. The transition was completed smoothly with none of the feared backlash, internally or externally.

challenge | solution | impact

Equipping employees to navigate a complex health plan transition

Challenge: A global automotive company needed to transition 3,000 employees to a new health care plan under changing U.S. regulations, requiring selection from a new list of highly customizable health plans.
Solution: Developed and executed a high-visibility health care choice campaign to educate employees, improve engagement, and minimize disruption.
Impact: Achieved a seamless transition with high employee confidence and adoption rates, supporting broader business commitments to employees.

challenge | solution | impact

Achieving complex multi-stakeholder integration in novel health care transformation initiative

Challenge: A Fortune 50 company launched a regional health care transformation initiative to improve quality and reduce costs, requiring seamless integration across multiple stakeholders.

Solution: Led the PMO team responsible for change management and communication, ensuring alignment across third-party administrators, health insurers, and local health systems.

Impact: Delivered all project milestones on time, enabling a smooth program launch that ensured company, provider, administrator and employee awareness of and ability to effectively navigate the change.

challenge | solution | impact

Elevating people manager capability

Challenge: This manufacturing organization struggled with inconsistent people manager capability levels, due to accelerated promotions and a large number of new hire managers. The current manager trainings were outdated and did not concretely address typical day-day-day situations.

Solution: In partnership with HR and the business, developed a list of the key skills and capabilities that managers needed to thrive in this organization., which had recently undergone some process transformations. Developed a learning strategy and content for five core trainings. Coordinated with the client’s internal HR team to design and build the modules. Created the launch communications for the training series and assisted in facilitating in-person/live sessions.

Impact: Managers reported increased confidence in applying core talent management practices, and scores in manager trust improved (as measured in the following year’s all-employee survey).

challenge | solution | impact

Overcoming institutional barriers to ensure fair and consistent talent decisions

Challenge: A global manufacturer’s talent management programs were misaligned with business and people goals, leading to inconsistencies in hiring and promotion decisions.
Solution: Conducted a root-cause assessment and implemented a comprehensive remedial plan, including program redesign, leader and manager training, and targeted communication.
Impact: Delivered measurable improvements in hiring and promotion rates, strengthening talent pipeline integrity.

challenge | solution | impact