Senior HR leadership, scaled to your stage

This page covers what working together actually looks like: the two ways in, how engagements run, and what I build.

If you're wondering whether your company is at the right stage for this, the short answer is: if you're asking, you probably are.

How we work together

Strategic Advisor

For companies with HR infrastructure already in place. I take a seat in your exec meetings, help shape people strategy alongside your leadership team, and act as a mentor and sounding board for your HR team members, the senior perspective they'd otherwise have to figure out alone. Typically around 20 hours a month.

Head of People, Fractional

For companies building from the ground up. This is the work I've done most often in my career: I select and implement your HR tech stack, build your programs around performance, benefits, and compensation, write the policies, and handle the day-to-day people work as it comes, from onboarding to the hard conversations. You get a functioning People department without hiring one.

Some clients start with one and grow into the other. Either way, the engagement is built around your stage, not a one-size template.

Tell me about your company

Sound familiar?

You have an HR coordinator who's capable but needs a senior sounding board.

Someone just resigned, or struggled, or raised a concern, and you realized there's no process for any of this.

Open enrollment, a comp question, a leave request, and a performance issue all landed in the same week, on someone whose job is supposed to be something else.

This is exactly the stage I work in.

How engagements work

I work with a small number of clients at a time on an ongoing retainer, typically 20 or 40 hours a month. Every engagement covers both strategy and hands-on execution: I'm in your exec conversations and I'm also the one writing the policy, running the implementation, or preparing the manager for the hard conversation.

New partnerships begin with a structured HR diagnostic that scores your people function across more than 16 areas, from compliance to onboarding to manager capability. It shows us what's solid, what needs attention, and in what order. That helps to define our roadmap for the first 90 days.

What I build and advise on

People operations and HR systems

I build the operational backbone so nothing lives in someone's head.

  • Core employee lifecycle processes, onboarding through offboarding, documented to scale

  • Policies and handbook, written for your company

  • HR tech selection and implementation: HRIS, ATS, performance and comp tools

Compensation and benefits

I design pay programs your leadership can explain and stand behind.

  • Compensation philosophy, leveling, and job slotting

  • Pay benchmarking and equity reviews

  • Benefits broker and 401(k) advisor selection and management

Performance and manager coaching

I make performance a growth tool, and managers capable of using it.

  • Performance program design, promotion criteria, and rubrics

  • Leveling and career frameworks

  • Manager coaching, from first-time leads to executives

  • Employee relations, conflict resolution, and feedback training

Culture and engagement

I help you build a culture people name as the reason they stay.

  • Company values, created or refreshed, then wired into hiring, reviews, and promotions

  • Employee-led culture committees and engagement programs

  • DEI roadmap with real metrics, plus Employee Resource Group launches and leader mentoring

Hiring and onboarding

I set up hiring that moves fast without cutting corners.

  • Structured interviews, clear criteria, and a strong candidate experience

  • Onboarding programs that turn offers into committed employees

  • Scoping, search, and clean handoff when you're ready for your first full-time People hire

Why work with me

I've done this before, many times. Across tech and advertising, I've built People functions from scratch and scaled them as the companies grew.

You get strategy and hands, not a deck and a goodbye. I don't hand you recommendations and leave. I build the thing, run the rollout, and stay.

Senior leadership at a fraction of the cost. A fractional model means you get an experienced People executive scaled to your stage, for a fraction of a full-time hire.

Inclusion is built in. Every program I design considers equity and belonging from the start, because retrofitting it later costs more and works less.

FAQ

  • You get a senior HR leader on an ongoing, part-time basis. I work with a small number of clients at a time, typically 20 or 40 hours a month each, so you get real leadership and real execution at a fraction of the cost of a full-time hire.

  • Platforms and PEOs give you tools and transactions. They don't sit in your exec meetings, coach your managers, handle a delicate departure, or build a compensation philosophy that fits your company. I do. Many of my clients use a platform or PEO alongside my work, and part of my job is making sure you're getting full value from those tools.

  • My core model is fractional, ongoing partnership, and clients tend to stay: my longest-running engagement is going on three years.

    I also take on project-based work case by case, a specific build like a compensation structure, a performance program, or an HR tech implementation. Either way, we start with a scope that fits your stage.

  • Then I've done my job. I'll help you scope the role, run the search, and hand off cleanly to your new hire. Several of the functions I build are designed from day one to be handed to someone.

Let’s figure out what your team needs

Tell me a little about your company and what's prompting the search. I read every inquiry personally and respond within two business days.

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