A nonprofit empowering hospitality workers and artists by providing essential support for healthcare, housing, and general life needs.

Consult and advise fast-growing SaaS and technology start-ups (Series C and larger) on building transparent and authentic cultures with measurable outcomes.Lead clients to develop scalable and sustainable culture tied to business goals. Delivers executive leadership coaching and culture building through programs, policies, and strategies to ensure sustainable growth. Leads clients through change management, organizational alignment, talent management, and business and acquisition strategies. Develops strategic plans to support the expansion, effectiveness, and productivity of the people organizations. – Supported a Series E SaaS business, worked alongside the CEO and across the C-suite to identify relevant skills for successful CRO candidates, developed the profile, recrafted the organizational structure and business strategy, partnered with the CHRO to secure an external search firm, interviewed appropriate candidates, and developed a successful onboarding plan. – Consulted with a CEO to redesign compensation structures both for the organization and to help inform and lobby for personal compensation strategy; helped to align compensation to move into profitability for an ultimate liquidity event. – Coached a newly promoted CPO to lead more strategically in a SaaS series C company. – Created and led the delivery of team effectiveness offsites for senior leaders and helped to identify annual strategic goals and objectives.

Momentum is an invitation-only leadership program for CRO’s and CPO’s where dynamic executives help each other grow — and win. This customized program drives growth for business, team and self through 1:1 coaching and a highly curated peer learning group.

OpenWater is a curated, members-only platform that builds a community of accomplished professionals to create new economic opportunities.

Championing boardroom diversity, I’m a member of Firstboard.io. This curated community of accomplished female executives in technology connects experienced leaders with board opportunities, fostering a more qualified and diverse pool of directors

A $2M housing support nonprofit that enables people with special needs – either due to income or circumstance – to live independent, self-sufficient lives in decent, safe, low-cost homes.

A global Series E time-series database, venture-backed SaaS company.As an Executive Team member, made decisions about and advised on company-level decisions to drive revenue and business operations and grew the team from 140 to 225 employees at its peak. Built a team of 8 HR employees that included a business partner function.– Created and delivered a multi-year people strategy; stewarded culture and employee experience in a fully remote workplace; designed leadership development programs and curriculum, helping the company grow – Built and led the people function during periods of growth and downturn in the tumultuous hiring aftermath of the post-COVID era; took the headcount from 140 employees to 225 and back down to 160; planned a global 25% reduction in force to help balance expenses.– Improved engagement scores by over 15% within 6 months after a significant RIF.– Trusted business partner and coach to the CEO, executive team, and top leadership.– Developed the executive compensation strategy and the company’s overall compensation strategy, aligned global compensation strategies and structures, and developed an equity award strategy with implemented equity bands that added rigor to the compensation process.– Created a business entity in Canada to reduce PEO costs and promote expansion.

Member of the exclusive network of the most influential CHRO's and D&I chiefs pioneering the path forward

A global rapid-growth unicorn startup in the SaaS and cybersecurity space that scaled to over 1000 employees and was acquired by Okta in May 2021 for $6.5 billion.Led the people function to scale rapidly and more than doubled the headcount to over 1000 employees. Participated as a decision-maker on company strategy and served as a trusted advisor to the CEO. Created and delivered on multi-year People strategy. Scaled with the intention to be IPO-ready; focused on operational excellence, change management, and process improvement. – Guide and build culture in partnership with the CEO to drive engagement and productivity, achieving a 90%+ positive rating in employee engagement – Within three months developed and delivered new meeting structures, upskilled managers on delivering virtual feedback, developed policies and programs on team and company communications, and embedded company culture at every step. – Developed and implemented a new compensation strategy and structure, developed the equity award strategy with implemented equity bands, and flipped the equity delivery strategy from options to RSUs to support retention and prepare for the IPO strategy. – Led the strategy to retain a large Argentinian workforce against a significant inflation problem in the country; reorganized compensation structure and methods of payment to secure the workforce and stay in alignment with the company’s compensation bands. – Led below-market turnover rate of 8%, almost half of the industry standard. – Drove diversity, equity, and inclusion strategy and adoption, ERG’s, and hired a DEI leader to support the strategy.– Led the HR due diligence efforts for the rapid sale of the company, supported deal negotiations, and led internal communications once the deal was announced; was retained as part of the deal to ensure continuity and integrate the company into Okta.

Head of People for 700 person stand-alone technical innovation subsidiary of Daimler with seven locations across the US. Led all areas of HR for North American development organization (autonomous drive, powertrain, body design, telematics, UI/UX, cloud connectivity, and testing). Developed all people strategies, including compensation, talent management, and talent acquisition. Member of the Executive team.

A $235B American multinational corporation in the consumer electronics, software, and technology industry. Oversaw an HR team and directed cross-functional team support with global centers of excellence; supported over 3,000 software developers, program managers, and specialists globally. - Advised CIO on HR matters and formed productive partnerships with IS&T leadership producing viable people solutions and initiatives to maximize effectiveness. Developed leaders through an executive coaching program. - Created and implemented a unique senior leadership development program for 50 leaders who support the IS&T goals and strategies. - Developed a succession plan and process for critical roles; identified high potential successors and created custom plans to provide leadership development and career pathing. - Reduced employee relations issues by creating an effective program for improving the competencies of managers in dealing with people issues. - Reduced compensation award disparity by developing and launching a collaborative and tailored method for stock distribution which included level and performance attributes.

Recruited to provide HR guidance across three organizations in IS&T as a trusted advisor to leaders; partnered with global centers of excellence.– Led through difficult employee relations issues, worked with counsel, management, and the investigations division; oversaw organizational team messaging and interim solutions to ensure continuity.

$175B multinational company in the appliance and consumer electronics industry. Operated as the CHRO for the division, led and launched HR organization for MSCA, and devised and communicated comprehensive HR plans for the division. As a member of the MSCA executive team, was a strategic advisor to the Executive Vice President and executive leadership. Led a 6-person team collaborating cross-functionally with Samsung Electronics America and Samsung Korea Centers of Excellence. – Maximized engineer retention during integration by developing proactive compensation programs and talent development strategies. Retained 99% of engineers. – Led organizational strategy, planning, and execution to double the workforce to 400 people within 18 months; negotiated with internal recruiting teams, hired recruiters, and onboarded all new talent. – Developed the communication strategy and materials for all MSCA, supported the EVP as a de facto Chief of Staff, and delivered regular updates and ensured alignment of leadership and employees – Partnered with the President of North America; reorganized MSCA to create a product-oriented team to ensure integration and drive business results.

A SaaS entertainment content and delivery company and wholly owned subsidiary of Samsung with almost 200 employees. Formed and led the first Human Resources team for a rapidly growing technology and media content start-up with 125 employees and grew it to 200. Led a team of 5 HR professionals. – Trusted advisor to the CEO and strategic member of the Executive Team. – Grew new hires by 50% within four months, achieved hiring goals, employed internal recruiting, and improved strategies for talent acquisition.– Established the company talent brand with a dramatic expansion in qualified candidates; grew the number of candidate applications by 60% due to automation.– Negotiated terms and managed integration from MSpot to Samsung. Initiated frequent communications regarding all aspects of the transaction while driving a culture of transparency and transformation.

Built and led HR Business Partner organization for 1,000 person company. Introduced talent management/leadership development strategies. Managed HR Business Partners and Talent Management Coordinator. Led merger integration efforts for people related activities.• Led HR integration activities for TomoTherapy, the largest acquisition in company history• Drastically improved HR Department reputation and created effective talent development strategies• Created high-potential employee strategy, driving employee engagement• Identified key talent and high-potential employees through organizational talent review• Reduced employee turnover by designing retention strategies• Addressed changing business goals by establishing workforce alignment plans in collaboration with executives resulting in new organizational designs and identification of new positions and skill sets

Oversaw and directed corporate HR Business Partner function and team of all business partners for Informatica. Responsible for all Americas regional HR activities, including Canada, Mexico and Brazil in addition to the United States. Previously provided oversight and managed HR resources in the APAC and Japan regions. Advised top level executives on human capital matters. Managed and mentored senior-level HRBP's. Directed HR program rollouts. Managed M&A integrations and produced M&A "playbook" which served as the basis for G&A's processes.

Provided strategic HR business consultation to C-level and other senior executives for NVIDIA.

Head of the Human Resources function of R2 Technology (a medical device and software start up), directly providing strategic business consultation and organization development for the company. Member of the Executive Team. Directed HR team delivering all areas of Human Resources services, including staffing, benefits, compensation, and training. Managed the growth and scaling of the organization (~3X).

Supported the expansion of the school in terms of both facilities and attendees

Founder of HR and Organization Development consulting business servicing technology and medical device startups and small companies. Provided full service HR management to client organizations. Served as executive coach to C-suite clients.

Business development and marketing for boutique recruiting and HR consulting firm. Founded HR/OD consulting practice servicing start up companies as well as larger Fortune 500 clients.

Business partner to VP and SVP clients and their teams in Engineering, Operations, Technical Publications, Marketing, Developer Relations, Legal, Finance, and IT.

Managed Compensation and HRIS functions for Nestle Beverage and provided consultation to Nestle USA on compensation program development. Member of the Organization Effectiveness team providing OD consultation, learning design and delivery and facilitation to the division.

Began Gap career as a recruiter and moved on to start up the compensation department. Designed compensation programs and structures for corporate and field positions.