Make change work.
For everyone.
Perelaks helps companies optimize results by aligning business goals with people and culture.
I help companies bridge the gaps that often emerge as strategic initiatives move into implementation and adoption—ensuring organizational, program, process, and policy changes achieve their intended results.
My approach blends communication and change management best practices with deep expertise in business, people, and culture.
What I Do:
Advisory | Implementation | Support
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Effective communication is more than messaging—it’s strategy.
I help organizations build stakeholder-driven communication strategies that support transformation, reduce risk, and drive alignment across people, culture, and business priorities. My approach combines insight, clarity, and analytics to connect purpose with execution—and leaders with the people they need to reach.Focus areas include:
Stakeholder-informed strategy development
Translating business goals into employee-centered messaging
Executive visibility and leadership alignment campaigns
Multi-channel campaign planning and measurement
Manager toolkits and communications enablement
Risk mitigation and communications governance
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Culture drives behavior. Change requires alignment.
I help organizations lead change by aligning people, purpose, and leadership around shared goals. Whether you're navigating transformation, launching a new initiative, or shifting ways of working, I bring the strategic perspective and practical tools to help change take root and deliver results.Focus areas include:
Organizational change planning and execution
Leadership and stakeholder alignment
Culture integration and values activation
Change readiness assessments and insights
Resistance identification and risk mitigation
Change messaging and manager enablement
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Programs only work when people can use them—and believe in them.
I help organizations assess, redesign, and activate HR and talent programs to ensure they’re aligned with culture, business priorities, and employee needs. From high-level strategy to front-line experience, I bridge the gap between intention and impact.Focus areas include:
Program evaluation and effectiveness audits
Alignment of HR/talent programs with business and cultural goals
Manager enablement and decision support tools
Talent experience mapping and insight analysis
Program communication strategy and rollout
Sustainability and adoption planning
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When you need more than a plan—you need a partner.
I step in as an embedded expert to lead or support high-stakes projects, advise senior leaders, or provide interim capacity during critical transitions. Whether managing change, shaping messaging, or driving execution, I bring seasoned judgment, speed, and precision to help teams deliver with confidence.Focus areas include:
Interim leadership or subject matter advisory
Leading or supporting high-impact project workstreams
Communication planning and rollout during transformation
On-call advisory during sensitive change or leadership transitions
Hands-on delivery where internal bandwidth is limited
Partnership with senior leaders, HR, or internal communications teams
Driving Impact: Sample Projects
I specialize in helping organizations align strategy, people, and processes to drive business results. Whether navigating enterprise-wide transformation, optimizing talent programs, or mitigating organizational risks, I help my clients execute complex initiatives that require functional expertise, stakeholder engagement and change management and communication.
Here are a few examples of how I’ve helped organizations tackle critical workforce challenges and achieve measurable success.
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.
Upskilling managers to confidently make better pay decisions
Challenge: A global data and technology company needed to ensure managers understood and applied pay transparency and compensation planning best practices.
Solution: Designed and implemented a company-wide learning and adoption strategy, embedding compensation principles into manager decision-making processes and providing resources for sustainability.
Impact: Achieved nearly 100% compliance, reducing compensation inconsistencies and strengthening employee trust in pay practices.
Equipping employees to navigate a highly 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.
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.
Mitigating ERG risk
Challenge: A U.S. technology company’s 200+ Employee Resource Groups were operating without standardized governance—creating enterprise risk, operational inconsistency, and unclear alignment with business strategy.
Approach: Led an enterprise-wide assessment and stakeholder engagement effort. Designed and implemented a governance framework paired with a change management plan to bring consistency, reduce risk, and align ERGs with leadership priorities—without compromising employee ownership or engagement.
Impact: Reduced risk exposure, improved cross-enterprise coordination, and elevated the strategic visibility of ERG efforts while maintaining strong employee trust and participation.
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.
Approach: 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.
How I Work
These principles guide how I approach each engagement:
One size never fits all. Even with best practices, strategy and implementation paths vary. The right solution is the one that works for your people and context.
Data should inform, not just measure. Use multiple types of insight to shape design, not just assess impact after the fact.
Design for more than one way in. Programs should offer multiple entry points to adoption, understanding, and success.
Do fewer things, better. Respect capacity, simplify where possible, and focus energy where it will matter most.
Support behavior change with skill building. Change sticks when people are equipped to act differently, not just told to.
Reduce risk. Anticipate where things may go off track—and proactively develop contingency plans to enable agile and intentional response.
Welcome all voices. Contrarian views often reveal the barriers, shortfalls and challenges that when addressed, make programs stronger and more sustainable.