Big-company HR experience, sized for your business.

Climbing the ladder

Since 2012, I've worked my way up inside large organizations. I started in operations at one of the largest medical companies in the country, training and supporting sales leaders nationwide through multiple acquisitions. Then I moved into HR and payroll, including at a national staffing company with more than 10,000 employees. Big employers invest heavily in their people, and I took every bit of it: formal training, leadership development, and hands-on experience with the compliance rules, systems and processes that companies that size can't afford to get wrong.

In HR, I've run payroll for hourly and salaried teams, led open enrollment, run engagement surveys and stay and exit interviews, written handbooks and policies, kept a company compliant across more than 12 states, and coached managers through the hardest conversations they'll ever have. I've also helped a company through an acquisition from start to finish.

As the child of an Air Force veteran, I'm just as comfortable with blue-collar crews as I am in a boardroom.

Why I chose a different path

The work mattered, but the cost kept climbing. Sixty-hour weeks and constant burnout were no longer worth a $200,000 salary. And at a company that size, people become a headcount number on a spreadsheet, including the people in HR.

Why small businesses

Small businesses deserve the same expertise big companies have, but most can't afford someone with that background full-time. Now they don't have to. I'm in a position to work fewer hours by choice, so I offer that experience part-time, at a fraction of what it would cost to hire me.

I take on only a few clients at a time. That's on purpose. It means I know your business, your managers and your employees by name, and I answer your team within an hour, not a week.

When clients outgrow me

My goal is a stronger business, even when that means handing the work off.

• A multi-state ready-mix concrete company. I ran their HR and payroll until they expanded enough to need someone full-time. Then I found my replacement and helped them make the hire.
• A lumber sales company. They grew past what part-time help could cover, but weren't ready to pay for someone at my level full-time. I found a local hire and trained them to run payroll.
• A drone photography business. I set them up from scratch: LLC formed, paperwork filed, and client waivers and agreements created.