Aug 2021 – Jan 2023 · 1 yr 5 mos · New York City Metropolitan Area

• Advised companies on designing and operationalizing performance, career frameworks, engagement survey programs, and OKRs
• Helped leadership teams define what “good performance” looks like at different growth stages
• Designed and executed employee listening strategies and translated resulting insights into actions to drive employee engagement, productivity, and performance
• Partnered with CPOs to select and deploy the right people processes at the right maturity stage — preventing over-engineering
• Impact: Elevated leadership operating standards across a broad SaaS customer base, enabling scale while maintaining focus and accountability

Jun 2018 – Jul 2021 · 3 yrs 1 mo · Greater New York City Area

• Led People function for a fast-growing, industry-leading FinTech. Helped scale company from 30-300 team members.
• Built the company’s first people strategy + execution system to ensure scale was disciplined, not chaotic
• Redefined organizational and leadership expectations, enabling first-time managers to lead with confidence during hyper-growth
• Introduced structure into hiring decisions, setting standards for role scoping, interviewing, onboarding, and leadership accountability
• Implemented a hiring engine that reduced time-to-fill ~25% and enabled the product and GTM roadmap to stay on track
• Designed onboarding and manager enablement programs that accelerated early performance by 2–3 weeks
• Installed metrics + insights that strengthened decision quality around investment, promotions, and team focus
• Impact: Business scaled rapidly without organizational breakdown, earning multiple Best Workplace Awards along the way

Nov 2016 – May 2018 · 1 yr 6 mos · Westport, Connecticut, United States

• Led consulting engagements with Fortune 500 and high-growth organizations. Clients included Walmart, PepsiCo, IGT, Optymyze, and Duke Energy
• Advised senior HR and business executives on building the leadership and talent infrastructure required to support transformation
• Designed people operating models linking business strategy to organization structure, leadership capability, and talent systems
• Used behavioral science methods to improve leadership selection and assessment accuracy, strengthening fit, readiness, and performance predictability
• Introduced people analytics and survey insights that revealed root-cause issues and guided targeted leadership actions
• Delivered tailored playbooks that helped client HR teams mature their operating practices within 8–12 weeks
• Impact: Helped large enterprises and growth businesses modernize their people systems and leadership practices, achieving measurable gains in alignment, leadership effectiveness, and execution consistency

Apr 2014 – Oct 2016 · 2 yrs 6 mos

• Healthcare analytics | Post-merger reinvention. After a disruptive merger, the business needed operating alignment and leadership stability.
• Key strategy influencer and driver of Cotiviti's talent framework with the goal to engage, grow, leverage and retain the talent necessary to achieve our business objectives.
• Unified talent and performance approaches to rebuild clarity and accountability across the organization
• Improved succession readiness ~30% for the roles most critical to growth and client delivery
• Reduced performance system burden ~40%, shifting focus from forced rankings to strategic alignment + real coaching
• Strengthened senior leader capability through targeted assessment and development
• Built a leadership assessment + selection model using behavioral science to improve hiring decisions at scale
• Designed data-driven onboarding blueprints, leveraging assessment insights to focus early coaching on gaps that mattered; reduced ramp time for new leaders
• Increased the leadership hiring hit rate (fewer mis-hires, faster integration), improving leadership continuity during organizational change

Jan 2013 – Jan 2014 · 1 yr

Jan 2012 – Jan 2013 · 1 yr

Jan 2009 – Jan 2012 · 3 yrs