Projects

Challenge: My client, a multi-state company, backed by private equity was running into growing concerns about their HR practices. With each location handling HR processes a little differently, they were exposed to compliance risks that could lead to costly audits or fines.
 

Service: I partnered with their leadership team to get ahead of the problem. After conducting a full HR compliance review, I refreshed their employee handbook, developed consistent company policies, built onboarding and offboarding processes, and rolled out employee training—all tailored to meet both state and federal requirements.
 

Results: Together, we created a strong, repeatable HR compliance structure that could scale with the business. Leadership felt more confident in their operations, and the company was ready for future growth—with peace of mind heading into PE diligence.

Challenge:  My client, a private medical practice was feeling the strain at the top—leaders weren’t fully aligned, communication was inconsistent, and important decisions were getting delayed. The executive team needed focused support to navigate change and lead the organization forward with clarity.
 

Service:  I partnered with the senior leadership team to provide executive coaching centered on communication, alignment, and strategic decision-making. Through 360-degree assessments and personalized development plans, I helped each leader strengthen their skills and work more effectively as a team.
 

Results:  The coaching led to stronger alignment across the leadership group, faster and more confident decision-making, and a clearer strategic vision. Executives reported feeling more equipped to lead, and the improved collaboration trickled down—boosting overall team performance and organizational stability.

Challenge: My client, a government-contracted healthcare organization operating across multiple states was feeling the weight of outdated HR tools. Job descriptions didn’t match actual roles, the employee handbook was out of sync with current laws and culture, and their HR systems were clunky and inconsistent—causing confusion and compliance risks.

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Service:  I conducted a full HR tune-up. This included modernizing job descriptions, updating the employee handbook to align with legal requirements and company values, and streamlining their HRIS to improve functionality, data accuracy, and usability.

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Results:  The company saw immediate improvements: onboarding became smoother, policies were better understood, and compliance got a major boost. Managers had clearer guidance for holding teams accountable, and employees felt more confident in their roles. On top of that, HR saved valuable time each week with more efficient processes.

Challenge: My client, a growing transportation company with multiple locations was struggling to keep performance on track. Without a structured feedback process, employees were feeling disconnected and managers didn’t have the tools to support or grow internal talent. The result? Low engagement, high turnover, and limited leadership development.
 

Service:  I stepped in to design a performance feedback program tailored to their goals. This included leadership coaching, practical performance tools, and clear KPIs to help track progress and spark meaningful conversations. The focus was on building a culture of continuous growth and accountability.
 

Results: In just one year, the company saw a 20% drop in turnover. Employees felt more engaged and supported, while managers grew into stronger, more confident leaders. The new structure created a workplace where people were motivated to grow—and where performance improvement became part of the everyday rhythm.

Challenge: My client, a non-profit organization with rising benefits costs and frustrated employees. Team members didn’t fully understand their plan options, which hurt engagement—and without a clear benefits strategy, the company was struggling to attract and retain talent across 20+ locations.
 

Service: I stepped in to revamp their entire benefits approach. After benchmarking industry standards, I introduced more cost-effective plan options, launched a self-service benefits portal, and created clear, engaging communications so employees could make informed choices and feel supported.

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Results:  The company saw a 12% drop in benefits costs and a 90% employee satisfaction rate. HR teams had 40% fewer benefits-related questions, and the refreshed offerings helped improve retention by 20%. With a scalable strategy in place, the company was ready to grow—without growing pains.

Challenge:  My client, a professional services organization with multiple locations was struggling to keep its talent on track. Without a unified approach to managing performance and development, the company faced high turnover, inconsistent results, and limited opportunities for employees to grow from within.
 

Service:  I created a company-wide talent management strategy that gave structure and support to the entire employee lifecycle. This included setting clear performance metrics, developing growth plans, building succession pathways, and working closely with leaders to roll out coaching and performance calibration across teams.
 

Results:  The new strategy paid off—turnover dropped by 25%, internal promotions jumped by 30%, and employee engagement saw a meaningful boost. Leaders had a clearer view of their team’s potential, making it easier to invest in the right people and build a stronger, more agile workforce.