Turning good ideas into great execution

Aligning business goals with people, culture and execution.

Whether launching a new initiative or troubleshooting one that isn’t delivering as intended, I step in to bridge the gap between strategy and real-world impact.

My work blends communication and change management best practices with deep expertise in business, HR, and organizational culture—ensuring programs, processes, and policies are not only well-designed but effectively adopted and sustained.

Culture & Change Strategy

Organizational change is inevitable—thriving through it takes intention.

I partner with companies to shape culture and navigate change in ways that feel authentic, achievable and aligned to business priorities.

With a deep understanding of organizational dynamics and human behavior, I design practical, strategic approaches to help leaders create lasting cultural alignment and drive adoption of change in a way that employees understand, support, and believe in.

Sample Engagements:

  • Designing culture change strategies aligned to new business goals or leadership

  • Facilitating discovery sessions to define values, behaviors and cultural aspirations

  • Developing change management plans for enterprise HR changes

  • Supporting leadership team alignment on business change initiatives

  • Crafting strategies to activate values through manager and employee engagement

  • Building culture narratives and communication toolkits to support adoption

  • Assessing current-state culture and recommending strategies to close gaps

Strategic Communication

Effective communication is so much more than good messaging.

It starts with aligning on the right objectives—clarifying what success looks like and ensuring stakeholder priorities are understood. From there, I help organizations engage the right voices, identify effective channels and design communication strategies that reflect business realities, organizational culture and implementation needs.

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

Sample Campaigns:

  • Total rewards

  • Compensation and pay transparency

  • Career and talent programs (e.g., career frameworks; mentorship programs; performance management)

  • Annual enrollment and health and welfare program changes

  • Learning and development

  • Employee value proposition

  • HR technology rollout and enablement

  • Workplace policies

  • Onboarding and offboarding

  • Enterprise changes (e.g., employment actions; business changes; response to external events; etc.)

  • Crisis communications

  • DEI programs and changes

  • Contract negotiation support

  • Hybrid/flex work arrangements

HR Program Optimization

Even the most well-designed HR programs can drift over time.

They lose traction or simply failing to deliver the results they once promised. I help companies evaluate what’s working, what’s not, and why.

This is a data-driven, diagnostic effort that looks holistically at workforce trends, stakeholder input, policy and process design, and outcomes. The goal is to understand the root causes of underperformance and develop 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 that isn’t gaining uptake, I help my clients identify where it went off path and develop a plan to get it back on track—so your people strategies do what they were meant to.

Sample Areas of Focus:

  • Reviewing program outcomes against intended goals

  • Analyzing workforce and engagement data

  • Identifying participation or adoption barriers

  • Assessing alignment with current business and cultural context

  • Conducting stakeholder interviews or focus groups

  • Auditing program communications and training

  • Recommending changes to program design, rollout, or support

  • Providing implementation and change management support for updates

Fractional HR Support

Sometimes 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

Driving Impact: Sample Projects

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

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.

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.

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.

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.

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.

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.