​Organizational Strategy & Leadership Advisor 

Executive-level people and culture strategy for moments that matter. 

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I work with organizations when something important needs to change and it needs to happen well. 

 

My work sits at the intersection of people systems, leadership, and execution. After nearly two decades inside organizations, I’m often brought in when teams are scaling, systems are strained, or leadership knows something isn’t working but doesn’t have time for trial and error. I see patterns quickly, name what matters, and move the work forward with clarity and momentum.

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What I’m Known For

I help leaders align people strategy with business reality, not theory. 

 

That work includes strengthening HR infrastructure, clarifying roles and accountability, and eliminating inefficiencies that quietly drain time and money. I regularly help organizations reduce unnecessary reliance on outside service providers by building clear internal systems, standard operating procedures, and clear ownership so work moves without confusion or bottlenecks. All which translates into tighter operations, reduced turnover, and improved profitability. 

 

I bring both lived  HR & operational experience and formal training to this work: I hold a Master's Degree in Business Administration with a focus in Organizational Development , am a SHRM Certified Professional, and have various trainings and certifications in Project Management, LEAN Six Sigma, and Somatic Experiencing.

 

My work is especially valuable during moments of transition; including rapid growth, leadership shifts, and acquisitions. I support when organizations need stability and direction without losing momentum.

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How I Work

I work through two primary types of engagements, depending on what the organization needs.

 

Most engagements begin with an organizational and people systems audit. This is where I assess HR infrastructure, leadership dynamics, operational gaps, and areas of misalignment that are impacting cost, performance, and retention. The goal is clarity,  identifying what’s actually getting in the way and where change will have the greatest impact.

 

From there, I partner with leaders to design the path forward and lead the work through change management and execution. This includes project planning, implementation support, and guiding leaders through the transition so new systems, processes, and ways of working actually take hold. Once the work is stabilized and internal ownership is clear, I step back and hand it off.

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Separate from, or following this work, I also lead leadership development engagements, including facilitated trainings, workshops, and speaking engagements for executive and senior leadership teams. This work strengthens leadership presence, decision-making, communication, and trust so leaders are equipped to carry the organization forward.

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Fractional HR support is available when it supports one of these engagements, but it is not the starting point. The focus is always on helping organizations move from their current state to a clearly defined next one; with clarity, stability, and internal capability built along the way.