Fractional CHRO
CAIA Assessment
Senior HR Leadership Built on Real Decisions
This work is shaped by experience, not theory. My background comes from operating inside organizations where people decisions had real consequences. I've been accountable for outcomes, not just advice.
Executive Leadership
Executive-Level HR Leadership
I've served in senior HR leadership roles, including CHRO-level responsibility. This work requires judgment, not just knowledge.
Strategy & Execution
Owning people strategy end-to-end. Translating vision into operational reality.
Executive Advisory
Advising CEOs and executive teams. Supporting boards and senior leaders directly.
High-Stakes Decisions
Making decisions under time pressure. Navigating risk with confidence.
Growth
Scaling Organizations Through Growth
A significant part of my experience comes from growth environments. Scaling exposes weaknesses quickly. That's where senior HR leadership matters most.
01
Rapid Hiring
Building teams fast without sacrificing quality or culture.
02
Multi-State Expansion
Managing complexity across jurisdictions and regulations.
03
Leadership Development
Promoting managers and closing capability gaps in real time.
04
Systems Under Pressure
Fixing what breaks when organizations outgrow their infrastructure.
Risk Management
Employee Relations and Risk
Much of my work has involved complex employee issues. I've handled these situations directly, in real time, with leadership accountability.
Investigations
Conducting thorough, fair investigations. Protecting both people and the organization.
Performance Management
Addressing underperformance with clarity. Managing discipline fairly and consistently.
High-Risk Exits
Handling terminations strategically. Managing separations that carry legal exposure.
Restructures
Leading workforce reductions with dignity. Navigating organizational change thoughtfully.
Regulated and High-Risk Environments
I've worked in environments where mistakes are costly. This experience shapes how I approach risk. Calm, practical, and defensible.
Regulated Industries
Operating under heightened scrutiny and compliance requirements.
Multi-State Complexity
Navigating varying labor laws across jurisdictions.
Legal Exposure
Managing reputational and financial risk proactively.
Regulatory Scrutiny
Working under examination from counsel and regulators.
Legal Partnership
Working With Legal Counsel
I have long-standing experience partnering with employment counsel. Good HR leadership makes legal involvement more effective, not more frequent.
Prepare Issues Clearly
Presenting facts and context efficiently. Making counsel's job easier through preparation.
Reduce Noise
Solving what can be solved internally. Escalating only what truly requires legal input.
Translate to Action
Converting legal guidance into operational decisions. Keeping execution practical.
Keep It Human
Balancing legal protection with organizational values. Maintaining humanity in difficult moments.
Innovation
Modern HR and AI Risk
More recently, my work has included oversight of AI in HR systems. AI changes how risk shows up. It doesn't change who owns it.
Understand AI Influence
Identifying where AI affects hiring, evaluation, and decisions.
Ensure Accountability
Keeping humans responsible for outcomes, not algorithms.
Build Governance
Creating oversight that fits real operations, not theoretical frameworks.
Align Practice
Adapting HR to evolving technology and regulatory expectations.
How This Experience Shows Up Day to Day
Clients don't experience my background as a résumé. They experience it as tangible value.
Guidance
Direct advice without jargon. Recommendations you can act on immediately.
Decisions
Moving quickly with confidence. No analysis paralysis.
Repeat Issues
Solving root causes, not symptoms. Building lasting solutions.
Calm
Steady presence during difficult moments. Clarity under pressure.
That's the value of experience. It shows up when you need it most.
What I Don't Rely On
Experience has taught me what actually helps and what just adds noise. I've learned to cut through the unnecessary.
Buzzwords
No empty corporate speak. Just clear, direct language.
Framework Theater
No over-engineered models. Only what works in practice.
Cookie-Cutter Programs
No one-size-fits-all solutions. Context matters.
Complexity for Show
No unnecessary processes. Simple is better when simple works.
Let's Talk
If you're looking for senior HR leadership grounded in real experience, the next step is a conversation. We'll discuss what's happening now, where experience matters most, and whether this is the right fit.
Your Current Situation
What's happening in your organization right now.
Where Experience Matters
The specific challenges you're facing today.
The Right Fit
Whether this partnership makes sense for both of us.