TALENT
MHRM · Fortune 50 HR · Forbes Recognized
I don't just advise.
I build what works.
Organizations bring me in when talent is bleeding, managers aren't leading, and the programs on paper aren't performing in practice. I diagnose the real problem — and build the solution that sticks.
MHRM · Walden University
CPRW · CDCS · CIC · CPBS
Forbes Coaches Council
100+ Engagements
~50,000 Professionals Reached
80%
Reduction in regrettable attrition — tech startup leadership intervention
+22pts
Engagement score lift — Google L7 team from bottom third to above average
18K
Employees reached after a site-level performance system went enterprise
100+
Talent development engagements across Fortune 50, tech, and global brands
Who I Work With
Organizations at
an inflection point
The clients I serve aren't looking for a vendor. They need a practitioner — someone who's been inside these problems and knows what actually moves the needle.
01
HR Leaders & People Teams
CHROs, HRBPs, and People Ops leaders who need an outside expert to design programs, run interventions, or build capability infrastructure they don't have the bandwidth or bench strength to build internally. I come in, do the work, and hand you something that runs.
02
Senior Leaders & Executives
VPs, Directors, and C-Suite leaders navigating team breakdowns, leadership transitions, merger complexity, or performance gaps that require someone who can assess clearly and act decisively. No politics. No fluff. A diagnosis and a plan.
03
Scaling Startups
High-growth companies that've outgrown their informal talent practices and need real infrastructure — performance frameworks, manager development, succession coverage — built fast, without a full-time L&D team on payroll.
04
Matrixed Enterprise Orgs
Large organizations — Fortune 50, global brands, public institutions — that need programs built to scale across sites, layers, and headcount. I've built for 18,000 employees. I understand enterprise complexity and how to navigate it.
05
Teams Under Pressure
Managers and teams experiencing attrition spikes, engagement collapses, failed promotions, or succession risk ahead of a major transition. The problem usually isn't what leadership thinks it is. That's where the diagnostic work begins.
06
Individual Leaders in Development
High-potential leaders, first-time managers, and senior ICs making the transition into leadership who need a thinking partner, accountability structure, and a development framework tailored to where they actually are — not a generic cohort program.
What I Bring
The work, not
the deck
I'm a practitioner, not a presenter. Every engagement starts with a real diagnosis and ends with something your organization can actually use.
Learning Strategy & Program Design
Curriculum development, instructional design, eLearning deployment, and train-the-trainer models built for your workforce, your cadence, and your budget — not off the shelf.
Leadership Coaching & Manager Development
1:1 executive coaching, new manager curriculum, and leadership team facilitation that addresses root cause. I've coached C-Suite leaders, first-time managers, and everyone in between.
Performance Management Systems
End-to-end performance infrastructure — frameworks, calibration systems, KPI design, behavioral anchors, and evaluation tools built for consistency, fairness, and defensible compensation decisions.
Succession Planning & Talent Retention
Bench strength assessments, successor readiness frameworks, flight risk analysis, and stay strategies built for organizations navigating growth, transition, or the complexity of a deal.
Employee Engagement & Org Effectiveness
Diagnostic assessments, engagement strategy, career framework development, and role architecture redesign that moves engagement scores — because I find the actual driver, not just the survey data.
AI-Enabled Talent Tools
Custom prompt libraries, AI-assisted feedback toolkits, and workforce development resources that scale your practice without adding headcount. Built for practitioners who need results, not experiments.
Background
Fortune 50 HR Executive turned consultant
Former AVP, Career Development & Talent Strategy at Bank of America — 500+ associates, 15 direct reports, talent strategy across performance, mobility, and capability building.
Education
M.S. Human Resources Management (with honors)
Walden University · B.S. Business Administration, Culver-Stockton College
Certifications
CPRW · CDCS · CIC · CPBS · DEI Practitioner
Certified Professional Résumé Writer · Certified Digital Career Strategist · Certified Interview Coach · Certified Personal Branding Strategist · USF DEI
Recognition
Forbes Coaches Council Member
Featured contributor and panel expert. SHRM member. Career Directors International. PARWCC.
Client Portfolio
Google · Bank of America · Honda · FinTech · Entertainment · Startups
100+ engagements spanning FAANG, Fortune 50, global automotive, and high-growth companies across entertainment, technology, and financial services.
How I Work
Diagnosis first.
Always.
Every engagement follows the same principle — understand the real problem before building anything. What leaders think is wrong is often a symptom. The work starts with finding the cause.
01
Organizational Assessment
Individual interviews, group facilitation, survey data analysis, and performance data review — structured to surface what's actually happening beneath what leaders are reporting.
02
Strategy & Solution Design
Translating the diagnosis into an engagement plan — scoped to your priorities, your timeline, and your organization's capacity to absorb change. No overcomplicated frameworks. Just the right lever.
03
Build & Deliver
I build the program, curriculum, framework, or intervention — and I deliver it. Coaching sessions, workshops, facilitated team sessions, eLearning modules, or toolkits. Hands-on, not advisory-only.
04
Measure & Sustain
Results matter more than deliverables. I build measurement into every engagement — pulse surveys, calibration checkpoints, adoption tracking — so the work continues producing outcomes after I'm gone.
Scope of Services
What an engagement
can include
🎯
Leadership & Executive Coaching
1:1 coaching for senior leaders, people managers, and high-potential talent. Executive presence, feedback delivery, leadership identity, and performance conversations.
1:1 CoachingSBI MethodologyExecutive Presence
📐
Manager Effectiveness Training
Group workshops and curriculum design for frontline managers and new managers — feedback delivery, performance conversations, coaching skills, and first 90-day readiness.
Workshop DesignNew Manager CurriculumTrain-the-Trainer
🏗️
Performance Management Systems
Full-cycle performance infrastructure: KPI frameworks, behavioral anchors, calibration systems, evaluation tools, and manager enablement tied to compensation decisions.
KPI DesignCalibration9-Box Talent Review
📈
Succession Planning & Bench Building
Critical role identification, successor readiness assessments, flight risk analysis, stay bonus design, and bench development for transitions, mergers, or growth inflections.
Successor CoverageRetention StrategyReadiness Assessments
💡
Learning Strategy & Program Design
Needs assessment, curriculum build, eLearning development on platforms like Cornerstone OnDemand, facilitator guides, and onboarding program design.
Instructional DesigneLearningOnboarding
🤖
AI-Enabled Talent Development
Custom AI prompt libraries, AI-assisted feedback and evaluation toolkits, and workforce development resources that scale your practice without scaling headcount.
AI Prompt LibrariesFeedback Tools300+ Users Equipped
🔍
Employee Engagement & Diagnostics
Survey data analysis, engagement diagnostics, role architecture redesign, career framework development, and HRBP-aligned implementation for measurable score movement.
Engagement StrategyPulse SurveysCareer Frameworks
🤝
Team Facilitation & Org Effectiveness
Leadership team facilitation, communication rebuilding, conflict resolution, and culture intervention for teams experiencing dysfunction, attrition, or a major transition.
Team FacilitationCommunication CoachingOrg Assessment
⚡
Capability Building at Scale
Enterprise-level programs reaching hundreds or thousands — train-the-trainer models, mandatory eLearning deployments, and scalable toolkits built without disrupting operations.
Enterprise ScaleMulti-Site RolloutZero Disruption
The Work
Snapshots
of what's possible
Real engagements. Real clients. Real outcomes. Names and identifying details protected where requested — the numbers aren't.
Leadership & RetentionHigh-Growth Tech
Rebuilding Trust at the Leadership Level
A startup losing senior talent at 50%. Leadership assumed compensation. The diagnostic found a C-suite communication breakdown. A dual-track intervention turned it around — and kept it there.
80%
Attrition Reduction
50→<10%
Before → After
2-Track
Intervention
Employee EngagementGoogle
From Bottom Third to Top Performer
A Google L7 team in the bottom third of engagement benchmarks. Six weeks, a role architecture redesign, and a new career framework moved them well above company average — with 7 promotions in 9 months.
+22pts
Engagement Lift
7
Career Outcomes
9mo
Time to Promotions
Learning StrategyBank of America
Less Classroom, More Floor — A 36% Performance Lift
Collections associates weren't floor-ready after onboarding. The fix wasn't more time — it was rebalancing where the time went. Scorecard performance lifted 36% at zero additional cost.
36%
Performance Lift
4→15
OJT Trainers
$0
Added Cost
Performance SystemsBank of America
From Paper Binders to Enterprise-Wide Digital Performance
Manual binders, handwritten signatures, no visibility above manager level. A SharePoint system with role-based access replaced it all — and went national across 35 sites, reaching 18,000 employees.
18K
Employees Reached
35
Sites Adopted
100%
Fully Digital
Succession PlanningEntertainment
Protecting the Bench Through a Merger
A production house in active acquisition negotiations with no succession plan and key talent already exploring their options. Eight weeks, dual-track retention and succession strategy, every critical seat covered when the deal closed.
1:1
Successor Ratio
100%
Key Talent Retained
✓
Deal Closed
Manager EffectivenessFinTech
Building a Culture of Feedback-Ready Managers
A fintech firm's review cycle was failing — not because the process was broken, but because 30 managers didn't know how to use it. One high-impact day. SBI methodology. AI enablement layer. 95% post-session readiness.
95%
Feedback Readiness
30
Managers Trained
1 Day
Full Delivery
Frontline CapabilityBank of America
Training the Front Line to Defuse, Not Escalate
500 collections agents needed de-escalation skills but couldn't be pulled from the floor. A train-the-trainer model embedded into existing meetings reached all 500 in one week. Escalations dropped 17%. Completion rate: 100%.
17%
Escalation Drop
500
Agents Reached
1 Week
Build & Deploy
Talent CalibrationAmerican Honda
Building the Standard — One Calibration at a Time
160 associates across four tiers with no consistent measurement. A multi-month calibration initiative built role-specific KPIs and ensured every manager scored consistently before a single associate was evaluated under the new system.
160
Associates Equalized
4
Workforce Tiers
Legal ✓
Incentive Approved
Let's Build
Your org has the people.
Let's make them perform.
Every engagement starts with a conversation — not a proposal. Tell me what's happening. I'll tell you if I can help.
Start the Conversation →