Experience that matters
NECCO Candy
VP Human Resources
Avery Dennison
VP Human Resources
Philips
Senior HR Leadership
Honeywell
Senior HR Leadership
SPHR Certificate
Senior Professional in Human Resources
Babson
MBA
Tufts
Bachelors
For the past 8 years, I’ve advised growing companies navigating complex people and leadership challenges.
Most leaders reach out when people issues start taking more time and attention than expected -- and begin pulling focus away from running the business.
Practical HR Leadership for Growth, Hiring, and the People Issues That Can Slow a Company Down
Fractional HR Leadership
Senior HR leadership on a part-time basis. I help leadership teams make sound decisions, support managers, and build the structure a growing company needs, strengthening leadership effectiveness and reducing the day-to-day burden on the CEO.
HR Infrastructure & Scaling
Policies, performance management, compensation structures, onboarding, and the systems that help growing companies operate with more consistency, creating alignment instead of variability.
Talent Acquisition & Recruiting
I help companies define roles, strengthen hiring processes, and recruit the right people for critical positions, so key hires are made well the first time.
Leadership & Manager Development
Practical support for managers who need to lead teams, handle feedback well, and manage performance more confidently, without constant escalation to leadership.
WHAT THIS LOOKS LIKE IN PRACTICE
A 75-person company brought me in when inconsistent hiring and weak manager accountability were starting to create drag on the business. I helped bring more structure to the hiring process and clarify manager expectations. The result was improved hiring outcomes and more than $150K in avoided recruiting costs.
A founder-led business engaged me when leadership was spending too much time managing employee issues and performance concerns. By putting clearer structure and stronger manager accountability in place, I helped leadership step out of day-to-day HR decisions and refocus on running the business.
Examples of Situations Where I’ve Supported Leadership Teams
Stabilizing a High-Risk Employee Situation
Leadership was called when a performance issue involving a senior employee had become too risky to handle informally. Tension was building, managers were unsure how to proceed, and the situation had the potential to affect both morale and legal exposure. I stepped in to assess the facts, coach leadership on the right sequence of actions, document the issues clearly, and guide communication so the company could move forward with confidence. The result was a more disciplined process, reduced risk, and a steadier team environment at a moment when leaders needed calm judgment, clear direction, and practical follow-through.
Creating Accountability as the Company Grew
As the business grew, leaders started seeing the same pattern across departments: unclear ownership, uneven follow-through, and managers handling accountability very differently. What had worked in a smaller company was starting to create drag. I worked with leadership to clarify roles, define expectations, improve manager accountability, and put a more consistent performance framework in place. That included practical support for difficult conversations, better alignment around priorities, and a clearer standard for what good management looked like. The outcome was stronger follow-through, better leadership consistency, and an HR structure that could support the next stage of growth without adding unnecessary bureaucracy.
Guiding Leadership Through a Workforce Transition
When a company needed to reduce staff, leadership wanted to move carefully and responsibly while protecting trust inside the organization. I helped them plan the process from end to end, including timing, manager preparation, communication strategy, documentation, and support for both departing employees and the team that remained. My role was to bring structure to a difficult business decision so leaders could act with clarity rather than urgency. By guiding the transition thoughtfully, the company reduced confusion, handled conversations with greater confidence, and created more stability for the workforce that stayed in place after the change.
Ready to Get HR Off Your Plate?
A 20-minute conversation is usually enough to know whether I'm the right fit — and to give you a clearer picture of what to do next.