I build the people operating systems that executives rely on and employees actually trust. Two decades of leading organizations of up to 5,300+ personnel across three continents taught me how.
I build the systems, leadership pipelines, and employee experiences that accelerate talent velocity. Not policy decks that collect dust.
People strategy is business strategy. I move HR from cost center to strategic driver by delivering quantifiable business impact, not just eNPS scores without a plan behind them.
AI-driven workforce planning should streamline people operations, not complicate them. That's how I deploy it: freeing the team to focus on high-impact, human-centered work. Certified in AI in HR. Not experimenting, executing.
From the ground up is where I work best. Building People & Culture infrastructure at scale, moving seamlessly from tactical execution to visionary planning, and doing both without dropping a beat.
I don't just design leadership programs. I coach leaders through them. 1,000+ personnel developed across five sites, using behavioral analysis (DISC, Four Lenses) and resilience-based frameworks (RBLP) to build self-awareness, decision quality, and the kind of adaptability that scales through rapid change. Backed by ICP-LEA and RBLP-T certifications and 20 years of application.
Every engagement follows the same discipline. Listen first, build with the people who have to live with the system, then install it so it runs without me.
Stakeholder listening tour across every level. Map the friction points. Pull HRIS, eNPS, attrition, and exit data to separate assumptions from facts. Fix 1-2 visible pain points to build trust before proposing structural changes.
Co-design operating systems with the people who have to live with them. Equip managers with coaching tools and decision frameworks. Install transparent governance, calibration processes, and escalation pathways.
Launch with clear success metrics and baseline-to-target dashboards. Build feedback loops so the system self-corrects. Train internal teams to own and iterate. Deliver business-impact reporting in language the CFO trusts.
As an NCAA Division I and UFL football official, I make critical calls under extreme pressure. As Director of Training for SEFOA, I develop the next generation of high school officials. The composure, judgment, teamwork, and accountability I bring to the field is exactly what I bring to your leadership table.
These principles were forged in the most demanding people-leadership environment on the planet and pressure-tested in the most diverse organization in the world. They translate because they're universal.
Leading thousands of people through high-stakes, high-ambiguity environments taught me how to truly understand what drives people, and how to care for them deeply while holding them to elite standards. That duality is rare in corporate HR.
Large-scale, distributed operations demand foolproof systems under pressure. I bring that same diligence to employee lifecycle management, talent acquisition, and performance development. Every process documented, measured, and repeatable.
Complex, rapidly shifting organizational challenges don't slow me down. They're where I do my best work. The calm in chaos. When there's no playbook, I build one. And I build it fast enough to matter.
I don't just fit into your existing culture. I elevate it. A non-traditional background at the executive table means fresh pattern recognition, different questions, and a DEI strategy that's woven into how the business actually operates, not bolted on as an afterthought.
Certified leadership coach with 100+ individual and team engagements. I coach executives through high-stakes transitions and build internal coaching capability so the organization doesn't depend on me. From behavioral analysis to structured developmental assignments, I meet other leaders where they are and help move them where the business needs them.
Whether standing up a People & Culture function from scratch or walking into an established one and making it run better. These results came from a $20B enterprise in seven months.
I believe real organizational growth comes from people who think differently, not just people who fit in. My work is about embedding resilience into the DNA of an organization. Building leaders and teams that are agile, forward-thinking, and ready for whatever comes next.
Selectively evaluating People & Culture executive engagements where I can build something lasting. If your organization is ready to invest in its people infrastructure, not just hire another HR leader, Let's Talk.
People & Culture · People Experience · Organizational Development · Enterprise People Strategy
Particularly effective in distributed, multi-site organizations · 1,000 - 10,000 employees