I help scaling companies build the talent infrastructure needed to grow effectively, make consistent people decisions, and give employees greater clarity around career growth and expectations.
Many organizations reach a point where titles, leveling, promotions, compensation decisions, and role expectations become inconsistent across teams. Managers begin making decisions differently, employees lose visibility into growth paths, and leadership struggles to scale fairly and efficiently. I help solve those problems through modern talent architecture and organizational design.
My work includes:
- Job architecture and leveling frameworks
- Competency model design
- Career pathing and growth frameworks
- Promotion criteria and progression standards
- Skills-based workforce frameworks
- Manager expectation models
- Organizational role clarity
- Talent governance and workforce structure design
Best-fit clients include:
- Scaling startups and SaaS companies
- PE-backed organizations preparing for growth or transformation
- Companies formalizing talent processes after hypergrowth
- Organizations struggling with inconsistent leveling, promotions, or role clarity
- Leadership teams preparing for AI-driven workforce redesign or modernization
Common deliverables include:
- Career frameworks by function or level
- Competency libraries
- Leveling matrices
- Promotion guidelines
- Skills frameworks
- Talent architecture recommendations
- Executive-ready presentations and implementation guidance
Engagements range from focused strategic sprints, such as competency framework design or talent architecture assessments, to larger-scale organizational transformation and workforce modernization initiatives.
About me:
I bring 15+ years of experience across global consulting, fintech, martech, edtech, and SaaS transformation environments, including executive partnership with CHROs and senior leadership teams navigating rapid growth, restructuring, AI adoption, and organizational change. My background combines enterprise consulting rigor with hands-on operating experience inside scaling companies, allowing me to design talent systems that are both strategically sound and practical to implement.
I hold a PhD in Industrial-Organizational Psychology and specialize in translating complex organizational challenges into clear, scalable frameworks that support better decision-making, stronger manager effectiveness, and more disciplined workforce planning.
What differentiates my approach is the balance of strategy and execution. I do not deliver theoretical HR frameworks that sit unused in slide decks. I design practical, scalable systems that leaders and managers can actually operationalize.