Senior Human Resources Leadership
Senior HR Leader & People Strategist
A decade-plus of HR leadership across union manufacturing, multi-site operations, and companies in crisis. I partner with executives on the people decisions that carry real risk — restructurings, investigations, compliance, retention — and I build the systems that make those decisions consistent and defensible.
I'm the HR leader executives trust with the hard calls. Judgment first, structure close behind, and enough technical fluency to fix the systems most HR teams just live with.
Career History
From stabilizing operations during leadership vacancies to building data-driven solutions inside large, complex manufacturing operations.
What I Bring
The core of the work is leadership in high-stakes moments. The difference is that I can also build the infrastructure that keeps those wins in place.
I step into organizational chaos—whether from unexpected executive departures or post-M&A friction—and stabilize operations. I provide immediate strategic direction to retain critical talent and keep the business moving.
I guide companies through the hardest parts of growth. I analyze multi-layered employee data to resolve duplicate roles, execute risk-proof Reduction in Force (RIF) programs, and construct comprehensive severance frameworks.
Most HR teams find a compliance gap and write a memo. I close it — building the monitoring and automation that turn policy into something measurable, repeatable, and ready for an audit.
Case Study
I inherited a multi-location people operation running on paper and email and rebuilt it into a single system where discipline is consistent, managers are accountable, and every record holds up to scrutiny. I'd bring the same operating instinct to a senior seat.
System Architecture
The point isn't the automation — it's what it guarantees: consistent discipline, accountable managers, and a clean record every time. Here's how one attendance report becomes a defensible outcome.
Business manager emails the weekly attendance Excel to the HR Gmail account. The Google Apps Script router polls the inbox every 10 minutes and detects new attachment emails by subject pattern.
The script reads the Excel, identifies absences (missed shifts or arrivals 4+ minutes late), and evaluates each employee's position on the 5-level progressive discipline ladder against a 45-day rolling window.
Attendance records are upserted into Supabase. Potential discipline records are staged with full context for manager review — not auto-applied. The informed-decision model keeps humans in control.
The relevant GM and district manager receive a formatted email with attendance details, current discipline standing, and a direct link to review and sign in the Hub. No action is taken without a manager decision.
A daily 9 AM CDT cron job checks all unsigned discipline records. Escalation emails fire at Day 3 (both DMs + HR copied) and Day 5. After Day 3, overdue records surface in the HR Morning Briefing and manager dashboards.
Once signed, the form triggers PDF generation, automatic email to HR and the submitting manager, and auto-filing via a Python script running as a Windows Task Scheduler job — creating the permanent record.
How It's Built
The full technical stack is documented for anyone who wants the detail. What matters at the leadership level is that every choice answered to security, ownership, and cost.
Credentials
Master's Degree
Bachelor of Science
Professional Certification
If you're looking for a senior HR leader who brings judgment to the hard calls and can build the systems your team has been missing, I'd welcome the conversation.
Get in Touch