Work that holds up in the real world.
The value of this work is not the recommendation. It is what changes because the recommendation was practical enough to implement. Here are examples of the kinds of results I help organizations create.
Workforce Strategy & Planning
Industry: Manufacturing
Organization Size: Manufacturing facility restart requiring nearly 200 hires in 18 months
Challenge: A manufacturing facility restart required nearly 200 hires in 18 months, including engineers, skilled technicians, and experienced operators in a competitive labor market.
The organization needed more than recruiting activity. It needed a workforce strategy that could attract experienced talent, support retention, and align compensation and policy decisions with the realities of the restart.
Results: I reviewed workforce requirements, labor market conditions, compensation issues, and operational needs, then partnered with executive leadership to redesign key elements of the employee value proposition, including:
Revised PTO policies that recognized prior experience
A targeted retention program tied to role and business impact
A competency-based compensation structure for hourly operations and maintenance
Stronger alignment between workforce needs and business execution
Outcome: Hiring targets were met, reliance on external recruiters was significantly reduced, experienced talent was attracted and retained, and the facility restarted on time.
Operational HR Infrastructure
Industry: Manufacturing
Organization Size: 24/7 manufacturing operation with 12-hour rotating shifts
Challenge: Washington State Paid Sick Leave requirements created significant complexity for a 24/7 manufacturing operation with 12-hour rotating shifts, an existing attendance policy, and no formal absence tracking system.
The challenge wasn't simply understanding the regulation. The challenge was turning the requirement into an operational process that supervisors, HR, employees, IT, and leadership could use consistently.
Results: I led the cross-functional effort to translate the requirements into practical execution, including:
Training HR and operational leaders
Aligning policy application with shift structures
Partnering with IT to build automated tracking
Creating consistent documentation practices
Integrating the process into new hire onboarding
Supporting leaders responsible for day-to-day application
Outcome: A sustainable, auditable process reduced inconsistent application, supported compliance, and gave leaders the documentation and clarity they needed.
Global Mobility
Industry: Manufacturing
Organization Size: International joint venture supporting U.S. employees assigned to China and approximately 60 Chinese engineers training in the United States
Challenge: A new joint venture in China required U.S. employees to work overseas while approximately 60 Chinese engineers traveled to the United States for training.
There was no global mobility framework in place.
Results: I built the program from the ground up, creating the structures needed to support the business, employees, and their families throughout a complex international assignment process, including:
Assignment agreements
Tax equalization policies
Expatriate benefits
Visa coordination
Housing and logistics across multiple locations
Cultural integration support
Assignment programs for hourly employees supporting international commissioning
Outcome: The China facility launched successfully, knowledge transfer occurred as planned, and employees and their families were supported throughout a high-stakes international transition.
The common thread
These engagements look different on the surface. One involved hiring and retention. One involved compliance and operational infrastructure. One involved global mobility and international expansion.
The common thread is the same: complex workforce challenges needed practical structure, clear decisions, and follow-through. That is the work I do.
She owns her work. You can trust that when she says she's going to do something, she's going to do it. I've seen her work across industries, ownership structures, company sizes — and she's always the one you want in the room.