Total Talent Solutions

01

HCM ImplementationS, Optimization, and Managed Services

Go-live isn’t the finish line — it’s where most HCM value gets lost. I help CHROs get their Workday, SuccessFactors, or Oracle HCM investment fully configured, adopted, and running the way it was meant to from day one — and keep it that way. Whether you’re mid implementation and need experienced hands to keep it on track, live but underutilized and ready to optimize, or simply need reliable ongoing support without building out a large internal team, I provide senior-led delivery and flexible managed services sized to what you actually need — not a bloated bench.

02

HR Advisory Services

Too many HR transformations start with a technology decision and work backward — and end up automating a broken process or an operating model that never made sense. I help CHROs get the foundation right first: the target operating model, the policies, and the end-to-end processes that actually govern how an employee moves through their lifecycle, from hire to exit. Technology is often the enabler, but it isn’t the starting point, and it’s never the whole answer. As a former Big 4 partner, I bring the strategic and organizational design rigor to build an HR function that works — one your systems can then support, rather than paper over.

03

Organizational Change Management

Change management isn’t just an HR technology add-on — it’s the difference between any major initiative succeeding and quietly failing after go-live. Whether it’s an HCM implementation, a broader business transformation, an M&A integration, a restructuring, or any program that asks people to work differently, the technical plan is rarely what derails it — the people side does. I lead change management as its own discipline: stakeholder alignment, communication, training, and adoption strategy built to fit the specific initiative, not a generic template. The goal isn’t a checklist of deliverables — it’s people who are actually ready, willing, and able to work in the new way, whatever the program.

04

HCM Selection

Choosing Workday, SuccessFactors, or Oracle HCM is a multi-year, multi-million dollar bet — and CHROs know a wrong pick (or a right platform poorly justified) follows them for years. I help you cut through vendor demos and RFP theater to make a defensible, well-reasoned selection: one grounded in your actual workforce strategy, budget reality, and organizational readiness, not just a feature checklist. As a former Big 4 partner, I bring an objective, vendor-agnostic perspective you won’t get from a system integrator with a stake in the outcome — and I stay hands-on through the decision, not just the sales pitch.

05

Custom Learning

New systems, new processes, new operating models — none of it sticks if people don’t know how to actually work within it. I design and deliver learning strategies that turn transformation into capability: training curricula, enablement programs, and learning approaches built for how adults actually retain and apply new skills, not generic click-through modules nobody remembers. Whether it’s preparing your workforce for a new HCM platform, a redesigned process, or a broader organizational change, I make sure learning is treated as a driver of adoption, not an afterthought bolted on before go-live.

06

AI in HR

Every CHRO is under pressure to “do something with AI” — while every vendor, including your HCM provider, is racing to bolt AI features onto their platform whether or not they’re ready for prime time. I help HR leaders cut through that noise: separating AI that genuinely improves how people work from AI that’s mostly a slide in a sales deck. Having worked in enterprise AI long before it was a boardroom buzzword, I bring a grounded, experience-based perspective — skeptical of hype, focused on governance, adoption, and real ROI. The goal isn’t to chase every new tool; it’s to build a pragmatic AI roadmap your workforce will actually trust and use.

07

Workforce Planning & Org Design

Too many workforce plans start with a headcount target instead of a business strategy — and too many org designs optimize for the current org chart instead of where the business needs to go. We help CHROs build workforce plans and organizational structures that are grounded in strategy first: the right roles, the right structure, the right capacity, sized to what the business actually needs to execute. Whether it’s a cost-driven restructuring, a growth-stage redesign, or building the workforce planning muscle to make these decisions repeatedly rather than reactively, we bring the analytical rigor and organizational design experience to get it right — not just defensible on paper, but workable in practice.

08

Staff Augmentation

Most staffing models solve the wrong problem — flooding your project with bodies instead of giving you people who can actually move the work forward. I take the opposite approach: whether you need one senior resource or a team of up to 25, everyone I place is experienced enough to work independently from day one. No babysitting, no ramp-up tax, no junior consultants learning on your budget. And if a project calls for more scale than my core team, my network runs deep enough to bring in additional senior talent — without ever “backing up the bus” and diluting quality for headcount. You get exactly the capacity you need, staffed with people who get the work done.