What can you expect from me?
What you can expect from me is collaboration, connection, and a deep commitment to bringing people together. I believe the best ideas come from diverse minds in the same room, sharing freely. That’s how you get stronger plans, better buy-in, and a team that’s genuinely excited to show up every day. Change management becomes easier when people feel ownership and when they’ve helped shape the solutions around your conference table.
That’s the kind of HR person I am.
I naturally focus on strengths. I’ll work side by side with someone to close gaps and help them be their best, not just at work but as a whole person. I create space for individuals to shine, and if you look through the examples I’ve prepared, you’ll see that’s a consistent theme.
To me, the most fundamental part of HR is building trust. Employees need to know their paycheck will be accurate and on time. That they’re being paid fairly. That their voice matters. That their concerns won’t be ignored. My job is to ensure your systems, your culture, and your leadership reflect that.
I’m the HR partner who will keep your company steady, your people supported, and your processes aligned with what matters most.
Feedback & Testimonials
“Emily has had another exceptional year, marked by significant achievements and personal growth. Her contributions have been instrumental in driving major improvements within the TM&R team. Thanks to Emily's dedicated efforts, we have seen substantial enhancements in our client support, organizational structure, overall effectiveness, and end-to-end processes. Her commitment and hard work have truly made a difference in our team's success. Emily expands her value outside of our immediate team by participating in other groups including HR EX CC and GLAD in leadership positions.”
“Emily has demonstrated exceptional project management skills, and her leadership and coordination have been instrumental in the success of multiple projects.”
“Emily collaborates well with others, providing invaluable ideas and support. Team members have said that Emily inspires them and shapes the way they interact with others.”
“Emily is quick to identify issues and build resolution plans, keeping everyone informed and accountable.”
Case Study: Lead a High Stakes Executive Investigation with Integrity.
Crisis Management: A senior leader at your company is accused of inappropriate behavior. It’s hit social media, and the board demands an immediate but fair response.
In high-stakes situations involving executive misconduct, a timely, transparent, and empathetic response is essential. This presentation outlines a clear framework for leading executive investigations with integrity—starting with assembling a cross-functional taskforce, initiating a thoughtful leave process, and crafting tailored communications for key audiences. It emphasizes the importance of psychological safety, fair data collection, and consistent outcomes. By centering trust, clarity, and collaboration, the approach ensures employees feel heard and supported while protecting company culture and credibility.
Sample:
Case Study: Build People Systems to Triple Headcount Sustainably.
Scaling without Braking: A start-up just closed a Series C Funding round. The executive team wants to grow from 250 employees to 600 employees in 12 months.
This presentation outlines a practical, people-first approach to scaling headcount from 250 to 600 employees in just 12 months. It walks through the key systems needed for sustainable growth, including strategic alignment with business goals, benchmarking against peer companies, workforce analysis, organizational design, structured talent acquisition, and metrics-based execution. It also highlights the importance of scalable people programs like onboarding, compensation, benefits, and employee experience. The goal is to grow fast—without breaking the systems or the culture that make a company successful.
