Independent HR Consulting · Systems & Compliance Architecture
HR Systems Architect & Senior Consultant
I'm an HR practitioner who builds the systems instead of buying them. For organizations that need more than advice, I bring a decade of HR leadership plus the technical ability to architect the compliance and automation infrastructure that makes the strategy actually run.
Bring me in to stabilize a crisis, close a compliance gap, or build the system your team would otherwise have to buy. You get a senior advisor and the working tool — not a slide deck and an invoice.
Career History
From stabilizing operations during leadership vacancies to building data-driven solutions inside large, complex manufacturing operations.
Engagements
Three kinds of work, each ending in something tangible — a stabilized operation, a defensible process, or a system your team owns and runs.
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.
I build systematic, automated snapshots of multi-state and international compliance gaps. Rather than just identifying the legal risk, I architect the exact remediation plans required to neutralize it.
Case Study
A working example of the systems work: I found a gap in how a multi-location franchise ran its people operations and built the automated infrastructure to close it — from the ground up, on a near-zero budget, with no vendor lock-in.
System Architecture
From an unstructured email in a manager's inbox to a resolved, auto-filed compliance record—fully automated.
Business manager emails the weekly attendance Excel to a dedicated HR inbox. An automated Google Apps Script router picks up new attachment emails by subject pattern.
The script reads the Excel, separates tardies from absences, and evaluates each employee on two independent progressive-discipline tracks — each with its own threshold ladder and a 90-day window anchored to the documented verbal warning.
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 scheduled job checks all unsigned discipline records. Overdue records trigger escalating reminders to the responsible managers and HR, and 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 filing to secure server-side storage — creating the permanent record.
Technology
Every technology choice was driven by data security, zero vendor lock-in, and operational cost-efficiency.
Credentials
Master's Degree
Bachelor of Science
Professional Certification
Crisis coverage, a compliance audit, an interim seat, or a custom HR system your team will own — tell me what you're up against and I'll tell you honestly whether I'm the right fit and what an engagement would look like.
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