CPO and COO skillsets in one fractional partner

People problems and operations problems are often linked. Sometimes one is the cause. Sometimes it’s the effect. By bringing in one person that knows both, you get someone who sees your organization from multiple perspectives, and can fill more gaps as your team grows and changes.

I’ve built out People, Administration, IT, Legal, Vendor Management, and Internal Comms teams, and can help you build out yours.

Origin story

I knew early that my calling was to make work better

I grew up watching my dad trade his health for a paycheck in a physically demanding construction career, while also watching my mom pour her heart into a teaching career that she loved. Same 9-5. Very different experiences.

My path has been decidedly linear. I took my passion to Butler University and declared psychology and business administration as my majors. From there, I went to the University of Akron for a master’s in the most science-forward application of HR I could find: organizational psychology (yes, Adam Grant’s field).

My almost 10-year dream of making work better finally manifested when I accepted my first job as a management consultant, specializing in HR.

Since then…

15+ years of building

I’ve always been drawn to organizations with interesting problems, first as a specialist, then an HR leader, and more recently a broader back-office operations executive. I love what I do, because solving problems makes work better for employees, while also making organizations stronger and more resilient.

As my career has grown, the problems I’ve chased have grown, and organizations’ needs have changed. For all that’s changed, a lot hasn’t. Whether it’s a quick v1 or broad organizational transformation, I work to:

Build something that generates more value than the time it takes to maintain
Address a clearly defined need
Leave organizations and their people in a better place than they started

Highlight reel

Major milestones

People213 → 800+Employees across 16 countriesDoubled headcount (+250) in first nine months after Series B raise, with a three-person recruiting team and no agencies.

Operations6%Lower company OpEx, year over year$1M+ saved across a $10M budget by renegotiating software seats and rebidding insurance.

People6.6MApplicants screened a yearRedesigned field hiring for 80% of Walmart’s 500,000 annual openings.

Strategy12 → 93Stores across 16 countriesSupported expansion to 93 locations.

Strategy6Four-day executive retreatsPart of owning the exec team’s operating cadence, along with 17 planning and all-hands cycles.

People40+Job families on global pay bandsSet within a $26M labor budget, and the basis for every merit and equity cycle.

Operations$400K+Saved in external legal spendHalved outside counsel by shipping an AI-powered contract database, and retired $100K+ in SaaS tools.

People40%Below national store turnover averageCut overstaffing 20%, giving staff fuller schedules, with a new labor and regional pay model.

People92NPS for interview trainingBuilt Riot’s in-house interview training and ran it for 900 participants.

Strategy3Store-to-franchise conversionsRan each as an M&A deal after the company moved to a franchise model.

People33 daysFaster time to hireTripled inbound candidates in under 30 days with new sourcing, branding, and referrals.

Operations16Countries on one IT security frameworkSecured every company laptop, then brought 150+ software tools ($2M+ a year) under central management.

Full career history available on LinkedIn.

Ready to tell me about you?

Book a 20 minute call