Design Your Workforce Intentionally
From first hires to post-acquisition restructuring, I design clear roles, compliant frameworks, and cost-conscious workforce strategies that protect your margin.
Trusted by operators in hospitality, beverage, and CPG navigating growth and transition.
Your workforce structure should reflect your strategy — not your history.
Companies engage me when:
• Headcount has outpaced structure
• Personnel costs are misaligned with revenue strategy
• Acquisition or valuation review is approaching
• Workforce integration is required post-acquisition
• Leadership accountability lacks structural clarity
Who I Help:
Founders hiring their first leadership team
Operators preparing for acquisition or scaling headcount
Businesses post-acquisition needing workforce alignment
Companies facing restructuring or cost discipline
Ongoing Advisory:
Engagements are designed to evolve with the business.
Many engagements evolve into ongoing advisory partnerships as leadership navigates sustained growth, restructuring, or acquisition.
Strategic HR Leadership at Critical Growth Stages
I step in as a company’s first strategic HR leader — architecting workforce structure, compliance frameworks, and role clarity required for scalable growth.
I build the foundation:
Role architecture tied to business drivers
Compensation alignment based on responsibility
Clear delegation of authority
Compliance infrastructure that reduces risk exposure
Workforce planning aligned to margin
As the organization matures, I advise leadership on when and how to transition to an internal HR team aligned with long-term strategy.
The goal is not dependency.
The goal is durability.
Current & Previous Work
I operate as a strategic advisor to leadership teams navigating growth, acquisition, and structural change.
Acquisition & Integration Advisory
Workforce structure impacts operating margin, liability exposure, and long-term valuation readiness.
During acquisition and transition, I partner with leadership to:
• Assess workforce risk
• Align compensation and authority
• Identify redundancies
• Protect key talent
• Develop integration roadmaps
How Engagements Typically Work
Most clients begin with a strategic workforce and compliance assessment.
Many engagements evolve into ongoing advisory partnerships as leadership navigates continued growth, restructuring, or acquisition.
This allows for:
Structured implementation
Leadership advising
Ongoing risk mitigation
Workforce modeling as business strategy evolves