• I specialize in building and scaling people programs in complex, high-growth environments. My experience spans enterprise benefits strategy, HRIS and payroll operations, leave and accommodations, workforce support services, and service delivery design—often standing up functions where none previously existed and bringing structure, identity, and discipline to fragmented systems.

  • Enterprise Benefits & Total Rewards • Global Benefits • MEWA/Association Models • Benefits Communications
    HRIS & Payroll Governance • Workday • Payroll Operations • Systems Optimization
    Leave, Compliance & Risk • LOA/ADA • Policy Design • Regulatory Alignment
    Vendor & Financial Strategy • Vendor Negotiation • Cost Containment • Financial Modeling
    Service Delivery & Workforce Support • Workforce Support Services • Tiered Service Models

    • Built and scaled enterprise benefits, HRIS, payroll, and workforce support functions across multi-brand, multi-state, and international organizations

    • Stood up global benefits and global payroll from the ground up, establishing governance, vendor strategy, compliance frameworks, and scalable operating models for an international workforce

    • Delivered $4M+ in unemployment insurance savings through strategic UI program restructuring and SUI rate optimization

    • Drove multi-million-dollar cost containment through vendor credits, commission offsets, contract renegotiations, benefit design optimization, and disciplined vendor governance

    • Implemented and governed Workday environments supporting global benefits and payroll operations, HRIS data integrity, and enterprise reporting

    • Designed and launched in-house LOA and ADA programs with end-to-end workflows, escalation models, SLAs, and system integration

    • Created a unified benefits communications and engagement identity, driving 94% participation through improved education, storytelling, and AI-enabled decision support

    • Established association and MEWA structures to support complex funding, billing, and risk models across multiple entities

    • Modernized service delivery by evolving Tier 0/1 intake models into scaled Tier 2 workforce support functions capable of absorbing complex casework

    • Strengthened compliance posture, operational rigor, and employee experience during periods of rapid growth and organizational change