Fractional CHRO
CAIA Assessment
Representative Case Examples
How this work shows up in real decisions.
This page is not a highlight reel. It's a snapshot of the types of situations I've handled and how I approach them.
The common thread is change. Growth, disruption, pressure, and risk—moments when leaders need clarity, not theory.
Case Study 1
Scaling While Reducing Risk
Situation
A growing company was hiring quickly across multiple states. Managers were promoted faster than systems matured. HR decisions were inconsistent and increasingly risky.
What Was Breaking
  • Inconsistent manager decisions
  • Poor documentation practices
  • Escalating employee relations issues
  • Leadership hesitation around terminations
My Role
Stepped in as fractional CHRO to bring structure and clarity.
Actions Taken
Clarified decision ownership and standardized performance expectations.
Manager Support
Coached managers through real situations and addressed root causes.
100%
Cleaner Decisions
Documentation and processes aligned across all states
60%
Fewer Escalations
Reduced repeat issues by addressing root problems
3x
Manager Confidence
Leaders gained clarity on tough calls
HR became quieter and more predictable. Problems were solved before they escalated.
Case Study 2
Reduction in Force With Dignity and Control
Situation
A company needed to reduce headcount due to market and financial pressure. Leadership was concerned about morale, legal risk, and execution.
What Was at Risk
  • Poorly handled messaging
  • Inconsistent selection criteria
  • Manager anxiety and confusion
  • Long-term trust damage
My Role
  • Designed the reduction framework
  • Defined selection criteria with legal counsel
  • Prepared leaders for difficult conversations
  • Structured post-layoff communication
01
Framework Design
Created defensible selection criteria and decision matrix
02
Legal Coordination
Worked closely with counsel to minimize exposure
03
Leader Preparation
Coached executives through messaging and delivery
04
Communication Strategy
Structured transparent, humane post-reduction messaging

Outcome: Reduction executed cleanly with minimal disruption. Clear, humane communication preserved leadership confidence. Change was handled with clarity, not chaos.
Case Study 3
Leading Through Reorganization
Situation
A company restructured teams after a strategic shift. Roles changed, reporting lines moved, and uncertainty increased across the organization.
What Was Breaking
Role confusion and overlap created friction. Manager resistance slowed progress. Employee disengagement spread. Decision paralysis set in.
My Approach
  • Led org design discussions
  • Clarified roles and expectations
  • Supported managers through change
Direct Action
  • Addressed performance issues directly
  • Reinforced accountability
  • Created clear ownership
Results
  • Faster adoption
  • Reduced friction
  • Teams stabilized quickly
1
Week 1-2
Assessment and design
2
Week 3-4
Role clarification
3
Week 5-6
Manager coaching
4
Week 7-8
Team stabilization
Case Study 4
Managing High-Risk Employee Relations
Situation
A senior employee issue carried legal and reputational exposure. Leadership was divided on next steps. The situation required immediate, decisive action.
What Was at Risk
  • Inconsistent handling across departments
  • Potential escalation to litigation
  • Loss of leadership credibility
  • Reputational damage
Investigation
Gathered facts systematically. Documented everything thoroughly. Maintained objectivity throughout the process.
Legal Coordination
Worked closely with counsel. Prepared defensible documentation. Evaluated all options carefully.
Leadership Advisory
Presented clear options to executives. Guided decision-making process. Supported execution strategy.
100%
Defensible Decision
All actions fully documented and legally sound
0
Legal Issues
Risk contained with no escalation
5
Days to Resolution
Quick, calm execution restored stability
Case Study 5
Change Management During AI Adoption
A company introduced AI-enabled HR tools to improve efficiency. Leaders underestimated the people impact and regulatory risk. What started as a technology upgrade became a change management challenge.
What Was Breaking
  • Confusion around accountability
  • Manager mistrust of automated recommendations
  • Unclear oversight and governance
  • Risk under the Colorado AI Act
My Role
  • Identified where AI influenced decisions
  • Defined human oversight requirements
  • Established governance practices
  • Integrated AI into normal workflows
Risk Assessment
Mapped all AI decision points and regulatory requirements
Governance Framework
Created clear accountability and oversight structures
Change Support
Coached leaders through adoption and addressed concerns
Integration
Embedded AI tools into existing HR workflows

Outcome: Improved adoption with reduced fear and confusion. Clear accountability established. Defensible practices aligned with Colorado AI Act requirements.
What These Examples Have in Common
Across all situations, certain patterns emerge. Change was inevitable. Risk was present. Leaders needed clarity, not theory.
Slowed Down Decisions
Created space for thoughtful consideration. Prevented rushed mistakes. Ensured all stakeholders were aligned before action.
Structured Complexity
Brought frameworks to messy situations. Made the overwhelming manageable. Turned confusion into clear next steps.
Supported Leaders
Coached through high-pressure moments. Provided confidence during uncertainty. Remained steady when others couldn't.
Protected Everyone
Balanced business needs with people impact. Minimized legal exposure. Created outcomes that were both defensible and humane.
My role was to bring structure to complexity, support leaders through pressure, and protect both the business and the people.
Why This Matters
Change management is not a workshop. It's not a slide deck or a theory. It's what happens when decisions affect real people.
Handled poorly, change creates damage that lasts. Morale drops. Trust erodes. Good people leave. Legal risk increases.
Handled well, it builds trust. Teams stabilize faster. Leaders gain confidence. The organization emerges stronger.
When Change Is Handled Poorly
  • Morale declines rapidly
  • Trust erodes across teams
  • Top performers leave
  • Legal exposure increases
  • Recovery takes months or years
When Change Is Handled Well
  • Trust deepens through transparency
  • Teams adapt and stabilize quickly
  • Leaders grow more confident
  • Risk stays contained
  • The organization emerges stronger
The difference is preparation, structure, and support. That's what I provide.
Let's Talk
If your company is navigating change, pressure, or risk, this work may be relevant to your situation.
A conversation can clarify where you are and what's needed next.
What kind of change you're facing
Growth, reorganization, reduction, or crisis—we'll identify the core challenge
Where leadership support is needed
Pinpoint the gaps in capability, capacity, or confidence
How to move forward cleanly
Create a clear path from uncertainty to execution
Let's discuss how I can help your organization navigate change with clarity and confidence.