Senior Independent
Consultant in HR Technology
& Data Governance.

With over ten years of progressive experience leading enterprise HR technology programs, I partner with organizations to assess current-state operations, build reliable data and governance foundations, and deliver HR systems that support consistent processes and sound decision-making across the business. My work spans Oracle HCM, ServiceNow, SAP ERP integrations, cloud HCM implementations, and enterprise-wide reporting infrastructure — in both large private sector organizations and public sector environments.

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About

Credentials, context, and range.

My background combines enterprise HR technology leadership with formal training in business, finance, organizational psychology, and ethical leadership. Over more than a decade, I have led multi-workstream HRIS delivery programs, built HR security access models, developed enterprise reporting infrastructure, and managed teams of up to twelve direct reports across complex, multi-location organizations. I hold a Six Sigma Green Belt and bring structured project management discipline to every engagement — with demonstrated delivery across scope, budget, and stakeholder alignment in both private sector and K-12 public sector environments.

Ed.D.Doctor of Education, Ethical Leadership

M.B.A.Business Administration

M.S.Finance

M.A.Behavioral Science – Industrial Organizational Psychology

B.A.Psychology & Philosophy

SSGBSix Sigma Green Belt

HR Technology & HRIS Delivery

I have owned and evolved enterprise HR technology roadmaps — managing complex ecosystems including Oracle HCM, ServiceNow, and third-party integrations — with direct accountability for system reliability, data integrity, and cross-platform data flow. I have led full-cycle cloud HCM implementations in both large private sector and public sector environments, including post-implementation support and measurable adoption outcomes.

Data Governance & Reporting

I build enterprise reporting infrastructure and workforce dashboards that give organizational leaders accurate, timely data for operational and strategic decisions. I have established governance frameworks that define data standards, ownership, and audit controls — reducing manual data gathering and improving the reliability of workforce metrics across HR functions.

HR Security & Access Management

I have led HR Security Access Model design — partnering with security functions to define role-based access controls, approval routing frameworks, and compliance guardrails across HR, recruiting, and executive data environments. I understand the upstream and downstream consequences of access decisions on data integrity and operational risk.

Process, Operations & Adoption

I design and implement training and enablement programs that produce measurable results in system utilization and user adoption. I assess current-state HR operations to identify where process inconsistency or manual effort is creating administrative burden, and I develop solutions that are simpler, more consistent, and maintainable at scale.

Services

Areas of engagement and expertise.

Each engagement is scoped to the specific needs and operating environment of the client. The following represents the core areas where I provide consulting support on a project, fractional, or advisory basis.

HRIS Strategy & Implementation

Full-lifecycle leadership of enterprise HRIS programs — including requirements gathering, vendor evaluation, RFP development, system configuration, testing, deployment planning, and post-launch support. Experience delivering across Compensation, Talent, Career Framework, and Core HR workstreams simultaneously.

Oracle HCMSAP SuccessFactorsUKG

HR Data Governance

Development and implementation of enterprise data governance frameworks — including data standards, ownership structures, audit controls, and the operating rhythms that sustain data accuracy and compliance over time. Includes international and global HCM governance experience.

GDPRCCPAData StandardsAudit Controls

Workforce Reporting & Analytics

Design and delivery of HR reporting infrastructure and workforce dashboards — including ServiceNow case management dashboards, workforce planning models, and executive-level reporting on staffing, retention, and operational trends. Focused on reducing manual data gathering and improving decision reliability.

ServiceNowTableauPower BIWorkforce Planning

HR Security & Access Management

Design and implementation of HR security access models — including role-based access controls, approval routing frameworks, and compliance guardrails that protect sensitive HR, recruiting, and executive data while supporting operational efficiency and audit readiness.

Role-Based AccessComplianceAudit Readiness

System Adoption & Change Management

Planning and execution of structured adoption programs for new HR technology — including training development, user enablement, communications planning, and the change management infrastructure required to translate system go-lives into sustained utilization. Demonstrated 30% improvement in system adoption in prior engagements.

OCMTraining DesignUser Enablement

HR Operations & Process Design

Assessment and redesign of HR operational processes — including service delivery models, SLA development, and operating rhythm design — to reduce manual effort, establish clear ownership, and improve consistency across HR functions. Experience in both enterprise and public sector operating environments.

Service DeliveryProcess DesignPublic Sector

Point of View

How I approach HR technology work.

The following reflects the professional perspective I bring to client engagements — developed through direct experience managing complex HR technology ecosystems, data governance programs, and cross-functional delivery across large organizations.

Data as a Business Asset

"HR data is an organizational asset that requires the same rigor as any other business-critical resource."

Organizations that invest in the quality, structure, and governance of their workforce data are better positioned to make sound decisions on talent, cost, and organizational design. Establishing that foundation is not a one-time project — it requires ongoing ownership, standards, and accountability.

System Utilization

"Most organizations are operating well below the capability of the systems they have already purchased."

Before recommending new technology, I assess how effectively current systems are being used. In most cases, there is significant capacity for improvement within the existing platform through better configuration, cleaner data, and more deliberate adoption practices — without additional licensing cost.

Governance as Design

"A solution that does not include a governance model is not a complete solution."

HR technology implementations frequently underdeliver because the data standards, process ownership, and operating rhythms required to sustain them were not established at the outset. Governance is part of the design — not a follow-on activity.

AI Readiness

"The value of AI-driven tools in HR is directly tied to the quality of the data they are built on."

Organizations considering AI applications in HR must first assess the accuracy, completeness, and structure of their underlying data. Applying AI to a weak data foundation does not improve outcomes — it accelerates the propagation of existing errors at greater scale and speed.

Business Alignment

"HR technology investments require a business case, not just an HR case."

Securing organizational support for HR technology requires presenting impact in terms that resonate with finance, operations, and executive leadership. I help clients frame people operations work in the language of business outcomes — cost, efficiency, risk, and service quality.

Ethical Practice

"How an organization manages its workforce data reflects its values."

With a Doctorate in Ethical Leadership, I approach data governance and HR technology work with close attention to privacy, equity, and responsible use. The way organizations collect, structure, and apply workforce data has real consequences for the people that data represents.

How We Work Together

Engagement structures that fit the work.

I work with enterprise organizations, government agencies, and growing companies across a range of engagement structures. Scope, timeline, and deliverables are defined at the outset so expectations are aligned across all parties from the beginning.

Project-Based

A defined scope of work with clear milestones, deliverables, and a timeline. Well suited for HRIS implementations, governance framework development, technology assessments, security access model design, and process redesign programs.

Fractional

Ongoing senior-level support on a part-time or retainer basis. Provides consistent HR technology and data governance leadership without a full-time placement — particularly useful during system transitions, growth periods, or when the organization needs sustained specialized expertise.

Advisory & Assessment

Focused engagements designed to evaluate a specific system, process, or capability area and produce a clear, prioritized set of findings and recommendations. Common examples include HR technology audits, data governance readiness assessments, and HR operations reviews.

Federal / Government

Project delivery for federal, state, and local government clients. Includes direct experience with K-12 public sector HCM implementation and enterprise system integration in large public sector environments. Available through federal procurement channels.

Where You Will Find Me

I maintain an active presence across the primary enterprise and independent consulting networks, which allows organizations to engage my work through the procurement channels they already use — without additional vendor onboarding or contracting complexity.

For private sector and corporate clients, I am accessible through platforms that specialize in connecting senior independent consultants with organizations that need specific functional expertise on a defined or ongoing basis.

For federal, state, and local government clients, I am registered through the federal procurement system and available to support public sector engagements in accordance with applicable acquisition standards and compliance requirements.

Organizations that prefer to work directly are equally welcome to reach out through the form below.

Get In Touch

Let us discuss your project.

Use the form below to share information about your organization, the challenge you are working through, and the type of support you are looking for. I will respond within one business day.