Three ways to work together.
Every engagement is scoped to the problem in front of you — not to a canned package. Some companies want a fractional people leader for a season. Others need a defined transformation. Many start with one and add the next.
1
Fractional HR leadership
For: Founders, CEOs, and boards that need senior HR leadership — strategy and execution — without hiring a full-time CHRO yet.
What this can include
- Acting as a fractional Head of People or CHRO-level partner to the CEO and leadership team
- Standing up a first HR function: a practical roadmap, job architecture, compensation bands, recruiting and onboarding, benefits, and manager basics
- Advising through entity or financing changes, including an LLC-to-C-Corp transition
- Coaching leaders and building an operating rhythm — staffing, employee relations, compliance — the company can keep after the engagement
Example: At ProScore, a SaaS and RegTech startup, I served as Fractional Head of HR & Compliance from September 2024 to December 2025. I built HR from zero through an LLC-to-C-Corp transition, led the first end-to-end ADP implementation for payroll and core HR, designed a 1099-to-W-2 conversion, and readied SOC 2 HR controls.
2
HR transformation
For: Companies whose employee lifecycle, policy, or systems no longer match their size, footprint, or risk.
What this can include
- Lean/Six Sigma assessment of employee-lifecycle processes, with process maps, RACI, and a practical action plan
- Global or multi-state policy architecture, handbooks, and work rules
- HRIS and workflow design, including Workday-oriented process work
- Hiring standards, interview design, and manager enablement
- Compliance and control work that stands up to scrutiny, including SOC 2 HR controls
Examples
- For a U.S. fintech, I have led five-country handbook work — a U.S. rewrite covering 30 states, plus Canada, Mexico, Thailand, and India — along with country-specific work rules, a policy architecture built for the next stage of growth, and an end-to-end Code of Conduct.
- For a global technology services company, I am leading a CHRO-sponsored Lean/Six Sigma assessment of nine employee-lifecycle processes across seven countries and about 3,400 employees.
- At Amazon, I led HR through large-scale operations, including Amazon Air’s 15-site organization and Amazon Japan Operations (24 facilities). In a global HR technology role, I cut time-to-hire from 23 days to 3.
3
Team effectiveness & MBTI
For: Leadership teams and functions that need a clearer way of working — how they decide, give feedback, and handle difference — not another session with no follow-through.
I offer MBTI sessions now, for individuals and for teams. I am an MBTI Certified Practitioner through The Myers-Briggs Company.
What this can include
- Individual MBTI sessions and interpretation
- Team sessions with a written report and a short action plan
- Values and culture work tied to how the business actually runs
- Leadership coaching alongside broader HR work
MBTI is a way for people to talk about how they take in information, make decisions, and work with one another. It is not a hiring filter, and it is not a substitute for clear roles, good management, or fair process.
Example: For a fintech finance team, I delivered MBTI Step II individual reports and interpretations, a 14-page team report, and 30-day action plans, and prepared MBTI programming for a second team.
How engagements usually run
Most work starts with a conversation and a tight diagnosis, then a written scope. I work remotely from Spokane, Washington, with clients in the United States and other countries as the work requires.
I don’t list pricing here. If there is a fit, we will talk through scope, timing, and pricing on a call.