For organizations that take talent seriously.
I partner with HR and People leaders on team development, leadership programs, succession, assessment, and the consulting work that moves the business. Built for high-growth companies and the leaders inside them.
How I partner with HR teams
Most of my engagements with organizations start the same way: an HR or People leader has a real, specific problem: a top team that's not operating like one, a pipeline of leaders that won't be ready in time, a custom program for a population the off-the-shelf options don't quite fit.
I'm a partner you bring in to think with you, design something specific, and run it well. Sometimes that means a one-time workshop. Sometimes it's a year-long engagement. Most of the time it's somewhere in between.
Where I tend to spend my time
Team development. Working with intact leadership teams to operate as a team, not a roster of strong individuals. Custom-built around your team's actual dynamics, business pressures, and the moment you're in.
Leadership and executive development programs. Custom-designed cohort programs and workshops, often built in partnership with your L&D team, based in your context. Examples: stepping into VP roles, leading through change, executive presence under board pressure, business and financial acumen for senior leaders.
Succession planning. Building real pipelines for the roles that matter. I help organizations treat succession like a muscle, not a moment: regular reviews, clear successor profiles, and development plans that actually move people forward.
Leadership assessment. Validated assessments and interview-based deep dives that tell you what your leaders can do, where they'll struggle, and where to invest. Designed to inform real talent decisions like succession, promotions, development, and external hiring.
HR and talent consulting. Strategy work for HR leaders on org design, performance, talent reviews, employee experience, and the kind of practical projects that come up when you're trying to scale a People function alongside a fast-moving business.
How engagements typically work
Most engagements start with a scoping conversation to understand the moment you're in, the people involved, and what success would look like. From there I send a written proposal with scope, approach, timeline, and pricing.
Engagement formats range from single workshops to multi-month consulting projects to retainer-based partnerships. I work to fit the engagement to the actual problem rather than reaching for a default shape.