HR Consulting · Performance · Compensation · Leadership · Talent Analytics
I help nonprofits and mid-size organizations build HR infrastructure that actually works — compensation systems, performance frameworks, leadership development, and talent analytics designed to last past the first friction point.
About WorkWise HR
I work with nonprofits, mid-size companies, and executive teams who need HR that functions — not HR that looks good in a slide deck.
WorkWise HR Solutions is built around a Prevention → Intervention → Stability methodology. Every engagement is scoped to your actual constraints, grounded in data, and designed to hold past the workshop or the deliverable.
My work spans the full people operations spectrum: compensation architecture, performance management, leadership development facilitation, and talent analytics that translate people data into decisions leadership can actually use.
At a Glance
What I Do
360° competency frameworks, goal-setting architecture, calibration systems, and talent intelligence reporting — built to develop people, not just evaluate them.
Market-grounded pay structures, compa-ratio frameworks, merit schedules, and pay equity analysis — built toward your strategic plan horizon, not last year's budget.
Facilitated sessions for leadership cohorts navigating change — grounded in real team data and built with post-session infrastructure so commitments don't evaporate.
Structured, repeatable hiring processes that reduce dependency on individual manager judgment and bring consistency across complex, multi-track workforces.
Designed and deployed a full-cycle performance management framework across a multi-tier workforce — connecting individual goals to organizational strategy through quarterly, mid-year, and end-of-year touchpoints.
Designed a full-day leadership development session for an executive team navigating active organizational change — grounded in real team data, not generic curriculum. Program developed and ready for facilitation.
Led the end-to-end design of a compensation strategy grounded in market data, pay equity principles, and long-term organizational sustainability — built toward a July 2029 strategic plan horizon.
Built a structured, repeatable recruitment process to eliminate inconsistency and reduce time-to-fill across a complex workforce with full-time, part-time, and independent contractor tracks.
Developed a recurring talent reporting system that translates performance, competency, and goal attainment data into clear organizational narratives — designed for leadership decisions, not HR recordkeeping.
Philosophy
Numbers surface patterns. People make decisions. Every engagement translates data into questions that leadership can actually use.
Agreements, SOPs, and commitments only matter if they survive the first friction point. Everything I build is designed to hold past the workshop.
From five-person teams to 200-person organizations, HR infrastructure should grow with the org — not require replacement every cycle.
Pay equity, inclusive feedback design, and representation in decision-making aren't add-ons. They're structural — built in from the start.
Coaching Services
I coach leaders, managers, and teams who need more than a sounding board — they need someone who will push, challenge, and help them move forward with intention. Coaching engagements are grounded in the same Prevention → Intervention → Stability framework that anchors all WorkWise work: we don't just address what's visible, we build the infrastructure to prevent it from recurring.
For senior leaders and executives navigating transitions, building authority, or carrying the weight of decisions that don't have clean answers. We work on decision-making, influence, and leading under pressure — with measurable behavioral commitments, not just reflection.
For the managers who are doing the most work and getting the least support. We focus on the gap between what organizations need managers to be and who they naturally are — building confidence, communication, and the tools to lead people through real friction.
For leadership cohorts or intact teams working through change, conflict, or a transition point that requires collective re-alignment. Grounded in real team data — not generic curriculum — with signed agreements and operational tools participants leave with.
For organizations ready to build coaching as a capacity, not just a perk. We design a program that moves from prevention (building leaders before they're in crisis) through intervention (addressing what's already surfaced) to stability (infrastructure that holds).
What Clients Say
Why Fractional HR
A full-time HR hire makes sense at scale. But for most nonprofits, mid-size companies, and growing teams, what you need is senior-level HR expertise applied precisely — not a full-time salary for part-time problems. Use this tool to see how the numbers actually stack up for your situation.
What matters most to your organization right now?
Resources & Templates
Every template and toolkit in this library was built during actual client work — then refined into something you can use independently. No filler, no fluff. These are the documents that made a difference in the room.
Guided self-assessment and survey templates to diagnose your organization's top HR friction points — sorted into Prevention, Intervention, and Stability categories so you know exactly where to start.
Notify Me →Excel and Sheets templates for headcount, turnover, engagement, and performance tracking — no HRIS required. Built for organizations that need clean people data before they can act on it.
Notify Me →Scripts and practical tools for navigating interpersonal conflict using Lencioni and Tuckman frameworks — built for managers who need to act, not just understand theory.
Notify Me →Benchmark compensation, benefits, and non-monetary rewards against what your employees actually value — with a structured gap analysis that tells you where the real retention risk lives.
Notify Me →A simple review cycle, goal-setting worksheet, and conversation guide anchored in ADKAR — designed for managers who dread performance season and the teams who suffer through it.
Notify Me →The reporting framework that turns performance, competency, and goal attainment data into organizational narratives — with embedded questions designed for each leadership tier.
Notify Me →Work Together
Discovery calls are 30 minutes. No pitch deck, no pressure — just a direct conversation about what your organization needs and whether I'm the right fit to build it.