~10 years in HR

Senior Human Resources Business Partner (L50)

Promoted.

• Designed and built a self-serve HR data tool that eliminated friction between raw Workday exports and actionable workforce reporting, reducing QBR build time.
• Created and ran an HR buildathon that increased AI utilization across the HR function by 60% and produced an AI Coaching Agent giving managers a space to practice and sharpen coaching skills.
• Advised executives and senior leaders through consequential restructuring and transition decisions, coordinating offboarding and knowledge transfer while keeping decisions grounded in business sustainability and workforce health. Navigated both sides of those conversations with discretion and care.

Senior Human Resources Business Partner (L45)

• Participated in monthly headcount planning and workforce restructure forums as the strategic people voice across multiple business units, advising executive leadership on organizational risk, internal mobility, and succession plans that reduced leadership vacancy risk and accelerated internal promotion rates.
• Maintained a standing cadence with the CFO and Head of Resourcing to stay ahead of financial pressures, translating business performance data into early people recommendations before headcount decisions became reactive. Served as an advocate for both business sustainability and workforce wellbeing in those conversations.
• Designed and deployed a conversational AI talent assessment agent without engineering support, automating future-ready capability evaluations for 9-box placement.
• Diagnosed a cultural drift across Dentsu Creative, where the absence of clear AI direction was creating anxiety and inconsistency across teams. Translated that diagnosis into an AI Talent Strategy redefining role expectations across 20+ job families, the first operating model shift of its kind in the organization.
• Built two original HR frameworks, an HRBP Career Progression model and a 6-level HR Impact Scale, adopted across the Business-Facing HR function to standardize performance expectations and career pathing.
• Coached people leaders through high-stakes feedback conversations, helping leaders reframe difficult dialogue as a trust-building tool rather than a relationship risk, resulting in stronger team performance and more confident leadership.

Human Resources Business Partner (L40)

• Designed a performance review cycle tool giving leaders real-time KPI visibility and keeping salary reviews aligned to budget, reducing overspend risk and accelerating talent decisions.
• Advised C-Suite and senior directors on succession planning, total rewards, and performance strategy. Partnered across COEs to strengthen leadership pipeline visibility and inform executive hiring decisions for 1,200+ employees.
• Developed PowerBI-driven workforce analytics dashboards translating exit interview data, performance metrics, and engagement trends into actionable C-Suite insights on retention and organizational effectiveness.
• Partnered with leaders through workforce restructuring decisions, balancing business sustainability with workforce wellbeing.
• Supported ~600 employees directly while advising on enterprise-wide initiatives impacting 1,200+ employees.

People Operations Manager

• Served as solo HR for a distributed, multi-site organization, owning the full people operations function during rapid expansion.
• Coached 15+ hospital managers through performance, conflict, and team health issues across distributed sites. Primary employee relations contact for all staff.
• Built a compensation and rewards strategy using market data that reduced turnover in critical roles by 10%.
• Developed a data-driven HR QBR framework that strengthened executive understanding of site-level people performance and enabled tailored people strategies.

Human Resources Generalist

• Partnered with leadership on workforce restructuring during COVID-19, navigating rapid change with limited precedent across a complex, matrixed organization.
• Designed a 9-box succession planning process that strengthened leadership pipeline visibility.
• Served as primary ER resource for the SF office, managing investigations, PIPs, and conflict resolution.

People Service Generalist

• Supported HRIS transition from Namely to Workday, maintaining data integrity and a seamless employee experience through the migration.

HR Director

• Built the HR function from scratch as a solo practitioner: implemented an ATS, rebuilt the employee handbook for California compliance, and owned full-cycle recruiting, benefits, leave administration, and employee relations.
• Increased applicant volume by 200%, cut time-to-fill by 50%, and grew diverse applicant pools by 20%.
• Built and delivered a leadership development curriculum that reduced turnover by 5%.

HR Manager

• Managed HR operations, payroll, and employee relations for 200 staff across a geographically distributed workforce.

M.S., Human Resources Management

B.S., Psychology

Board Member

Sonoma County nonprofit serving vulnerable community members across housing, food, and workforce programs.

Member / Workstream Lead

Cross-functional community of HR, technology, and ethics leaders shaping responsible, people-first AI adoption in the workplace.

HR Leader

Invite-only community of HR, Finance, and Ops leaders sharing practical solutions to common business challenges.