Services
Senior HR help, shaped to how you need it.
Ongoing partnership, a defined build, or an analytics engagement — every option comes with the same thing: an experienced HRBP who treats HR as a business function first.
A senior HR partner, a few days a month.
Ongoing advisory for founders and executive teams: performance cycles, compensation planning, employee relations, org design, and the hard conversations in between. You get 10+ years of HRBP judgment without the full-time hire — and a partner who has done this at ZoomInfo-scale and startup-scale alike.
What it typically covers:
- Standing advisory to the CEO/COO on people strategy and org design
- Running your performance and compensation cycles end to end
- Employee relations guidance when situations get delicate
- Leadership coaching for new and fast-growing managers
- Talent review, succession planning, and 9-box calibration
From scattered spreadsheets to systems that stick.
First performance management cycle. HRIS selection and implementation. Compensation bands and career levels. Engagement surveys leaders act on. I've built each of these from zero more than once — including leading a full HRIS rollout from needs analysis through vendor negotiation, configuration, and training, and consolidating 60 job titles into 15 with complete financial analysis.
Every buildout ends the same way: I transfer the system to your team, document it, and leave it running. The goal is that you don't need me for it anymore.
Typical projects:
- Performance management design and first-cycle facilitation
- HRIS selection, negotiation, and implementation (Workday, ChartHop, Paylocity)
- Compensation philosophy, salary bands, and job leveling
- Career progression frameworks with competency-based evaluation
- Engagement survey launch with eNPS dashboards and action planning
AI for HR that fits your size and budget.
Most companies under 500 employees know AI should be improving their people decisions — and haven't found where to start. I close that gap with the combination that's hard to find in one person: a decade of HRBP work plus MIT's Applied AI & Data Science program.
What that looks like in practice:
- Unified headcount, compensation, and retention dashboards from your scattered data
- Attrition tracking that surfaces why people leave, by team and driver
- Real-time engagement signals leaders actually check
- Pragmatic AI tool evaluation and adoption for your HR stack — matched to your size, budget, and readiness
- Workforce planning models that hold up in a board deck
No hype — just better decisions, faster.
Not sure which shape fits?
That's what the intro call is for. Thirty minutes, no deck, no pressure — just an honest read on whether and how I can help.
Book an intro call