Fractional CHRO
CAIA Assessment
Why Work With Me
Clear judgment. Real experience. Calm execution.
When companies look for a fractional CHRO, they're not looking for more HR ideas. They're looking for someone who can step into ambiguity and make good decisions.
That's what I do.
Key Areas of Expertise
Discover more about my professional journey, how I collaborate with legal teams, what makes my strategic approach unique, and real-world examples of my impact.
I've Done This in the Real World
My background is senior HR leadership, not consulting theory.
I've operated at CHRO level inside growing companies. Scaling organizations across multiple states requires clear vision. Leading workforce reductions demands careful judgment.
I've handled complex employee relations and investigations. Supported executives during high-risk decisions that shaped company futures.
This work requires judgment, not scripts.
CHRO Operations
Senior leadership roles in growing companies
Multi-State Scaling
Built teams across geographies
Restructuring
Led workforce reductions with care
Complex Cases
Managed sensitive investigations
I Operate Like a Leader, Not an Advisor
I don't sit on the sidelines.
01
Join Leadership Conversations
I'm at the table when decisions matter. Active participation drives better outcomes.
02
Take Ownership of Outcomes
Accountability means standing behind every recommendation. No finger-pointing.
03
Give Direct Input
When decisions create risk or opportunity, you'll hear it clearly.
04
Stay Present in Difficulty
Uncomfortable situations require steady presence. I don't disappear when things get hard.
If something creates risk, I say so. If something is overblown, I say that too.
I Understand Risk Without Overreacting to It
Most HR risk is not dramatic. It's quiet and cumulative.
The best defense is early visibility. Defensible decisions. Clear documentation.
Modern risk includes AI tools in HR systems. Handled calmly, it's manageable. Ignored, it compounds.
See Risk Early
Pattern recognition prevents escalation. Small signals matter.
Make Defensible Decisions
Decisions that hold up under scrutiny. Clear rationale every time.
Document What Matters
Not everything needs recording. Critical issues do.
Avoid Unnecessary Escalation
Not every problem needs drama. Most need calm resolution.
I Work Closely With Legal Counsel
Without Turning HR Into Legal Theater
I am not an attorney. I don't pretend to be one.
Know When Legal Input is Needed
Clear triggers prevent costly mistakes.
Prepare Issues Efficiently
Organized information saves counsel time and your money.
Translate Legal Guidance
Legal advice becomes practical action steps.
Keep HR Operational
Decisions stay human, not just defensible.

This reduces cost, stress, and delay. Legal partnership works when roles are clear.
I Don't Sell Programs
I Solve Problems
I'm not here to roll out initiatives for the sake of activity. Push frameworks that don't fit your reality. Create work just to justify a role.
If something doesn't help the business, it doesn't get done.
Purpose-Driven
Every action serves a clear business need
Cut the Noise
No activity for activity's sake
Context Matters
Solutions fit your situation, not theory
How Clients Experience Working With Me
Clients often say things feel different after we start working together.
That's the goal. Good HR leadership makes the business quieter, not louder.
"Things feel calmer."
Urgency drops. Confidence rises. Leaders focus on their work.
"Decisions are clearer."
Ambiguity fades. Options become visible. Choices feel easier.
"Issues don't keep repeating."
Problems get resolved at the root. Patterns break instead of cycling.
Who This Is a Fit For
This work fits leaders who want direct, honest input. Who are tired of guessing on people decisions.
You value judgment over templates. Want HR to reduce friction, not create it.
Strong Fit If You:
  • Want ownership and clarity
  • Value candor over politics
  • Need decisive HR leadership
  • Expect accountability
  • Want friction reduced
Not a Fit If You:
  • Want reassurance without responsibility
  • Prefer theory over execution
  • Need someone to tell you what you want to hear
  • Avoid difficult decisions
If you want reassurance without responsibility, this won't fit. If you want ownership and clarity, it will.
Let's Talk
The first conversation is straightforward.
We talk through what's happening. What feels risky. What needs leadership right now.
You'll know quickly if this makes sense.
Schedule Time
30-minute initial conversation. No obligation.
Discuss Your Situation
Current challenges. Risk areas. Leadership needs.
Determine Fit
Clear next steps. Honest assessment. Simple decision.