Projects
While notoriously bad at answering interview questions about how I do things or the process I follow, it’s because my work is deeply rooted in instinct, systems awareness, and emotional intelligence. I’m a natural project manager who reads the room—whether in person or on Zoom—and anticipates needs, often before they’re realized. Currently pursuing my MBA in Organizational Psychology, I lean on both intuition and frameworks to bridge the gap between stakeholders and developers. I deeply understand business lifecycles and agile methodologies, allowing me to translate technical requirements into business language, and vice versa. I don’t expect stakeholders to know the ins and outs of the technology, and I don’t expect developers to fully grasp the nuances of the business—but I make sure both sides are understood, aligned, and moving forward with clarity.
Merger & Acquisition
ARE & Airshark
Led the HR and technology integration during the merger of American Rail Engineers and Airshark, navigating the complexity of uniting two operational ecosystems into a single, coherent structure. The work spanned HRIS and financial system consolidation, vendor rationalization, compliance readiness, and the design of a post-merger organizational hierarchy aligned to executive goals.
This project required translating ambiguity into executable plans—balancing regulatory needs with human experience, and process efficiency with change resilience. From data mapping and platform reconfiguration to sensitive communications and cultural alignment, every touchpoint demanded clarity and systems thinking. The result was a stable, streamlined launchpad for the newly combined organization—ready to scale with trust, compliance, and operational maturity.
Headcount to Hire Redesign
Enterprise Wide Effort
A corporate-wide initiative that reshaped how headcount planning evolved into actionable hiring. This project streamlined the full lifecycle—from workforce forecasting and budget alignment through job requisitions, compensation bands, approvals, and offer workflows. It improved transparency, accountability, and candidate experience while bringing consistency to enterprise-wide job architecture and workforce strategy.
The initiative required deep engagement with cross-functional leaders—from Finance and HR to Business Ops and Hiring Managers—creating unified roadmaps, governance models, and scalable workflow designs. As new data surfaced, the project adapted in real time, bringing flexibility without sacrificing structure. It set a foundation for strategic workforce planning rooted in both precision and empathy—helping the business scale intentionally and sustainably.
ATS Migration
Greenhouse to Workday Recruiting
Led a high-impact migration from Greenhouse to Workday Recruiting—delivered in just 12 weeks, a timeline typically requiring 6–8 months. The project drove six-figure cost savings while significantly enhancing internal security, data visibility, and stakeholder experience. Far more than a system swap, this was a strategic overhaul of how recruiting data was captured, structured, and operationalized to support scalable, compliant growth. The offer process was redesigned to center hiring manager approvals and reinforce compliance, creating a tighter connection between talent decisions and business accountability.
The project included a custom integration between Anaplan and Workday to align workforce planning data with real-time recruiting activity—bridging the gap between headcount forecasting and execution. It also incorporated additional custom integrations with GoodTime (interview scheduling), Codility (technical assessments), and LinkedIn (candidate sourcing)—creating a seamless, end-to-end recruiting tech stack. This work involved rebuilding permissions frameworks, redesigning intake workflows, and aligning Workday Recruiting modules with evolving business needs, all while partnering closely with HR, Legal, and Security teams to reduce risk and manual inefficiencies.
The result: improved time-to-hire, centralized candidate tracking, and greater agility for recruiting operations—backed by enterprise-grade compliance, automation, and visibility.
Workday Security Audit
Access Control Modernization
Conducted a comprehensive security audit of Workday HCM to strengthen enterprise controls, mitigate risk, and align access permissions with evolving organizational and regulatory requirements. The initiative was sparked by growing concerns around data exposure, cross-functional entitlements, and compliance obligations tied to SOX, GDPR, and internal audit standards.
The project involved a full review of Workday role-based permissions, domain security policies, and business process security groups. Collaborated with internal audit, HR, and IT to identify access gaps, over-provisioned users, and inconsistent role assignments—particularly across high-sensitivity areas like Compensation, Benefits, Recruiting, and Payroll. Delivered a risk-prioritized remediation plan, redefined security roles by persona, and implemented controls for ongoing governance and audit readiness.
This audit not only reduced organizational risk but also increased clarity and trust among system users—ensuring that access to sensitive data was intentional, justified, and fully traceable. The outcome: a leaner, more secure Workday instance that supported scale without sacrificing compliance or operational agility.
AI Strategy
Center of Excellence (CoE)
Championed the early development of an internal AI Center of Excellence (CoE) to ensure responsible, scalable adoption of AI across enterprise systems. This cross-functional initiative brought together stakeholders from HR, Legal, Security, and Engineering to define ethical use cases, data governance protocols, and implementation guardrails. The strategy focused on building both trust and literacy—aligning cutting-edge innovation with compliance, transparency, and practical business value.
The CoE initiative blended vision with execution: identifying pilot-ready workflows, demystifying technical risks, and mapping the long-term AI maturity model to enterprise objectives. It became a blueprint for thoughtful innovation—balancing velocity with vigilance, and enabling teams to experiment with AI without compromising data integrity or stakeholder trust.
Data Governance
Master Data Management
Embedded data governance and master data management (MDM) into every major technical initiative—ensuring consistent, compliant, and high-quality data across systems like Workday, Salesforce, Deltek, and internal AI workflows. Whether leading an enterprise migration or an M&A integration, each project included a deliberate focus on naming conventions, role-based access controls, data lineage, and harmonized taxonomies across business units.
These MDM deliverables weren’t just technical artifacts—they were trust-building mechanisms. By standardizing core data fields (e.g., job architecture, cost centers, user roles, compensation bands), aligning system logic, and mapping data handoffs between platforms, the projects created a shared language across Finance, HR, Legal, and Engineering. Compliance standards like SOX, SOC 1 & 2, ISO 27001, and GDPR were fully integrated into design decisions—ensuring that governance wasn’t a checklist, but a core component of scalable systems thinking. This work empowered cleaner audits, faster onboarding, and more accurate reporting—turning operational integrity into a competitive advantage.
Cross-Platform Enablement
Enterprise Wide Impact
Architected & streamlined workflows between Deltek Vantagepoint, Salesforce, and legacy accounting systems to bridge operational gaps between Sales, Marketing, Procurement, Engineering, UAV, Finance, and People teams. This integration effort surfaced data silos, compliance risks, and inefficiencies in revenue and resource forecasting—each of which was addressed through reconfigured handoffs, role clarity, and system logic enhancements.
The work required fluency in both technical platforms and cross-functional priorities—ensuring that each system spoke the same language, both literally and culturally. Through iterative testing, stakeholder workshops, and configuration mapping, the initiative helped the business reduce redundancy, improve data accuracy, and increase confidence in critical decisions tied to pipeline, headcount, and project margins.
Viva Glint + Microsoft 365 Enablement
Employee Engagement
Led a collaborative initiative to modernize internal employee engagement and communications by integrating Microsoft Viva, Glint, and Microsoft 365 tools across departments. The program aimed to replace fragmented feedback loops with a unified experience that tied engagement, learning, and performance insights into a central ecosystem—one that supported transparency, continuous feedback, and cultural alignment.
Partnered with internal M365 Admins, the Workday HCM Dev, and Glint stakeholders to design a phased migration plan, streamline user workflows, and strengthen data governance. The outcome was a cleaner, more intentional employee experience—one that empowered managers with actionable insights while reducing survey fatigue and tool fragmentation. This project quietly redefined how the organization listened to its people.
Unified People Data
Phase 2 Initiative
Stepped in midstream to lead and complete the Unified People Data initiative after the original project lead transitioned to a new role—managing a high-impact Workday configuration effort on short notice. The goal: unify salaried and full-time workforce data into a single, governed platform to support workforce planning and headcount forecasting, with a focus on Engineering and Sales teams.
Developed the technical specifications and data governance framework necessary to consolidate disparate datasets across functions. This included creating custom lists, objects, and eligibility rules tailored to team-specific attributes such as team assignments and commission plans. The solution aligned previously fragmented data structures into a centralized Workday view, enabling real-time insights into departmental staffing needs, growth trajectories, and budget impact. This work bridged the gap between people strategy and operational planning—bringing structure, speed, and accuracy to one of the most dynamic areas of the business.
Contact us.
Whether you’re seeking a strategic partner to lead complex system transformations or a creative collaborator to bring bold ideas to life, I’d love to hear from you. I work at the intersection of technology, people, and purpose—guiding teams through operational change, designing human-centered systems, and occasionally adding a touch of unexpected beauty along the way.
If you’re exploring a project in the corporate, creative, or coaching space, drop a note below. I’ll review your message and be in touch shortly. Let’s build something meaningful—together.