I am a Strategic HR Operations and People Systems leader with 15+ years of experience supporting Product, Engineering, R&D, technology, and global organizations.
My background spans senior HR business partnership, workforce strategy, organizational design, HR technology, people analytics, and operational transformation. I translate complex workforce needs into data-informed decisions, scalable processes, stronger controls, and practical operating models.
- 🔭 I’m currently working on AI-informed HR frameworks that connect workforce strategy, people data, systems, and decision support.
- 👯 I’m interested in collaborating on people analytics, HR technology, workforce data, and organizational effectiveness projects.
- 💬 Ask me about HRIS, People Analytics, Workday, workforce strategy, and HR operations.
- 📫 Connect with me on LinkedIn.
flowchart TD
A["People & Workforce Strategy<br/>Org Design • Talent • Leadership Advising"]
B["Systems, Data & Analytics<br/>Workday • Python • SQL • R • Power BI"]
A --> C["Business Requirements & Operating Design"]
B --> C
C --> D["Data-Informed Decisions<br/>Scalable Processes • Stronger Controls • Better Experiences"]
Programming, Querying & Analysis
Python · SQL · R
HR Technology & Enterprise Systems
Workday · SAP · HRIS · Qualtrics
Analytics & Visualization
Power BI · Tableau · People Analytics · Dashboards · Workforce Metrics
Business and Operational Delivery Business requirements · Process mapping · Functional design · Data validation · System testing · User acceptance testing · Documentation · Governance · Automation · Change adoption
A synthetic strategic HR lab spanning life sciences, technology, and engineering. Demonstrates workforce strategy, organizational design, executive coaching, leadership diagnostics, succession planning, change readiness, surveys, Python analysis, dashboards, decision memos, and implementation roadmaps.
A synthetic people-data governance lab covering HR access risk, EEO data lineage, and workforce identity reconciliation across HRIS, Tableau, background screening, and client reporting. Demonstrates strategic advising, HRIS analysis, business requirements, audit controls, and cross-functional program governance.
A synthetic Workday and HRIS portfolio combining payroll stabilization, ghost-worker and legal-entity audits, and dependent-benefits eligibility controls. Demonstrates how HR, HRIS, payroll, benefits, finance, and compliance teams use data, testing, and governance to identify risk and guide workforce decisions.
Portfolio note: All projects use synthetic scenarios and data created to demonstrate professional methods, analysis, system design, and decision-making. They do not contain confidential employer, client, employee, or vendor information.