Strategic People Leadership & Organizational Planning

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• Develop and execute people strategy aligned with business goals.

• Serve as a strategic advisor to the CEO and executive team.

• Guide organizational design, talent strategy, and workforce planning.

• Lead people-related aspects of M&A, integrations, and transformations.

• Drive DEI, culture, and leadership alignment across the organization.

• Advise on talent implications of strategic decisions and capital deployment.

Leadership, Culture & Capability Building

• Assess and coach leadership teams on enterprise alignment.

• Develop internal leadership development programs.

• Align mission, values, and behaviors to business transformation.

• Lead culture diagnostics and activation initiatives.

Stakeholder Communication & Investor Support

• Prepare talent-related board materials and investor updates.

• Partner with deal teams to assess org capability and leadership risk.

• Translate human capital value creation into stakeholder language.

• Support ESG and human capital disclosures.

Corporate Governance & Ethics​

• Building Board Capability

• Ensure adherence to corporate governance best practices.

• Work with legal teams on financial disclosures and regulatory matters.

• Establish and monitor internal financial controls.

M&A, Integration & Organizational Change

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• Lead cultural and talent due diligence for acquisitions and divestitures.

• Advise on organizational integration strategy and execution.

• Align compensation, titles, and team structures post-transaction.

• Navigate leadership transitions and change management initiatives.

• Prepare HR infrastructure for exits, IPOs, or carve-outs.

• Partner on synergy realization through talent and org optimization.
   

People Analytics, Org Health & HR Ops

• Build people dashboards, KPIs, and organizational health metrics.

• Lead HR tech selection and implementation (e.g., Workday, ADP, BambooHR).

• Design and manage scalable HR operations and service delivery models.

• Conduct engagement surveys and pulse checks tied to action plans.

Leadership, Culture & Capability Building

• Assess and coach leadership teams on enterprise alignment.

• Develop internal leadership development programs.

• Align mission, values, and behaviors to business transformation.

• Lead culture diagnostics and activation initiatives.

C

Total Rewards, Compensation & Incentives

• Design and benchmark compensation philosophy and pay bands.

• Align short- and long-term incentive plans to business outcomes.

• Develop equity and bonus programs for leadership and employees.

• Manage benefits optimization and vendor negotiations.

• Ensure total rewards compliance and competitiveness.

Talent Acquisition & Workforce Planning

• Develop and oversee recruitment strategy, including executive hiring.

• Build scalable processes for talent sourcing and employer branding.

• Implement workforce planning aligned to strategic initiatives.

• Build internal mobility, succession planning, and pipeline development.

Cost Optimization & Workforce Efficiency

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• Design and lead organizational restructuring and rightsizing.

• Analyze labor costs, spans and layers, and workforce productivity.

• Implement workforce planning and zero-based org design.

• Optimize talent mix (FTE vs. contractors vs. automation).

• Rationalize HR tech stack and vendor contracts.

Stakeholder Communication & Investor Support

• Prepare talent-related board materials and investor updates.

• Partner with deal teams to assess org capability and leadership risk.

• Translate human capital value creation into stakeholder language.

• Support ESG and human capital disclosures.