Level Consulting Services
2023–PresentCurrent
Founder & Fractional People / CHRO Advisor
Lead a fractional People and Total Rewards advisory practice that helps organizations solve complex workforce, organizational, and reward challenges without requiring a full-time executive hire — from assessing the current state and identifying risk to building scalable People infrastructure aligned with business priorities.
Fractional CHRO / People leadership
- —Translate business strategy into practical People priorities, operating models, policies, governance, and implementation roadmaps across the employee lifecycle.
- —Advise executives on organizational effectiveness, workforce decisions, retention risk, manager capability, performance, employee relations, and change strategy.
- —Move organizations from reactive HR administration to consistent, strategic, and sustainable People operations.
Organizational design, talent & workforce strategy
- —Design job architecture, job families, career frameworks, levels, and role governance that improve role clarity, mobility, and organizational consistency.
- —Partner on workforce planning, skills assessment, succession planning, critical-role identification, and spans and layers.
- —Build performance-management, talent-review, development, and manager-coaching practices leaders can execute consistently.
Total rewards & workforce economics
- —Develop compensation philosophies, market-pricing approaches, salary structures, incentive plans, retention strategies, equity approaches, and governance.
- —Design differentiated reward strategies for sales, producer, technical, and executive populations.
- —Support annual compensation planning, budget modeling, merit and incentive cycles, and manager communications.
HR operations, benefits & technology
- —Evaluate HR processes, policies, employee data, decision rights, and technology readiness for growth and scale.
- —Support HRIS implementation and optimization across business requirements, workforce data, governance, workflow, and change management.
- —Advise on benefits strategy, vendor evaluation, and foundational People operations.
Senior Compensation Partner / Strategic People Partner
Strategic partner to senior business and HR leadership within a rapidly evolving global organization of approximately 19,000 employees — operating at the intersection of workforce strategy, job architecture, organizational design, compensation, governance, and HR technology.
- —Support enterprise-wide job architecture transformation, including job-family structures, leveling, title governance, role mapping, and career frameworks.
- —Advise on role design, job scope, internal equity, market positioning, employee movement, and retention.
- —Design and advise on incentive, producer, and sales compensation models for populations whose business models differ from standard corporate structures.
- —Lead cross-functional work requiring stakeholder alignment, data review, governance, and scenario modeling.
- —Partner through annual merit, performance, and compensation-review cycles with tools that improve leader consistency.
Intel Corporation
2020–2023
Senior People Advisor / Global Job Architecture & Rewards Leader
Led and supported large-scale People, rewards, and organizational initiatives within a global enterprise of more than 100,000 employees — combining deep Total Rewards expertise with advisory work across performance, employee relations, talent, organizational effectiveness, and enterprise transformation.
Global job & career architecture transformation
- —Played a major leadership role in a global job architecture redesign spanning numerous countries, business units, functions, and technical disciplines.
- —Brought greater consistency to job families, levels, titles, and career progression while preserving meaningful distinctions across engineering, technical, professional, and business work.
- —Connected job architecture to organizational design, talent mobility, workforce planning, compensation, succession, and people analytics.
- —Resolved role-placement and leveling questions with HR leaders, managers, and functional experts, and supported governance, communications, and adoption at scale.
People advisory, talent & employee relations
- —Served as a strategic People advisor to business leaders on employee relations, performance management, talent development, and complex employee matters.
- —Coached managers through performance concerns, conflict resolution, investigations, organizational change, and difficult conversations.
- —Supported succession planning, 360-degree feedback, critical-talent identification, and capability-gap analysis.
Total rewards, retention & market strategy
- —Developed compensation strategies and market-competitiveness recommendations aligned with talent strategy, internal equity, retention risk, and market movement.
- —Designed creative retention solutions when standard approaches were insufficient, including longer-term incentives tied to business outcomes.
- —Partnered with leaders on compensation philosophy, pay positioning, reward differentiation, and the connection between performance and compensation.
Senior Compensation Consultant / Global HCM Implementation Lead
Led global HR technology, process, and workforce-data transformation across 18 operating companies, approximately 16,000 employees, and 54 countries through the implementation of Oracle HCM Compensation and associated global processes.
- —Led requirements gathering and process design across HR, business leadership, technology, and functional teams.
- —Established data definitions, governance, workflow, and standardized processes for a reliable enterprise view of the workforce.
- —Led annual People and compensation reviews — budget forecasting, merit planning, executive reporting — for an approximately $50M merit pool.
- —Developed and delivered training for 200+ managers and HR stakeholders, including train-the-trainer materials and support tools.
- —Led change management across operating companies with different legacy processes and levels of HR maturity.
Total Rewards Consultant
Advised universities, nonprofit organizations, technology companies, and other employers on People and Total Rewards strategy, with particular depth in compensation, performance management, workforce analytics, and executive decision support.
- —Conducted compensation benchmarking using public financial disclosures, IRS Form 990 data, GuideStar/Candid resources, and survey sources.
- —Built comparable-market views for executive and employee roles in environments where traditional survey data was limited.
- —Advised on compensation philosophy, salary structures, market positioning, performance management, and reward strategy.
- —Built executive dashboards that translated complex People and compensation data into clear leadership insights.
HarbisonWalker International
2015–2018
Senior HR Analyst — Talent, Performance & Total Rewards
Held a broad HR role supporting a workforce of 5,000+ employees, combining compensation responsibilities with employee relations, performance management, talent development, succession planning, skills strategy, workforce analytics, and manager support.
- —Partnered with more than 250 managers on succession planning, critical roles, talent risk, and bench strength.
- —Supported 9-Box talent reviews, high-potential identification, and development planning with Learning & Development and business leaders.
- —Created a skills-based approach to workforce planning — capturing capabilities and structuring skills information for broader workforce use.
- —Designed and helped implement a performance-management system in Cornerstone, including metrics, workflow, assessments, and 360-degree feedback, with manager education and change management.
- —Provided broad HR support across onboarding, employee relations, investigations, policy, engagement, payroll coordination, and total rewards.
Earlier career
HR Manager
Served as the primary HR leader for a startup staffing organization with fewer than 100 corporate employees and approximately 250 contractors — owning the full employee lifecycle and building much of the company's foundational HR infrastructure.
- —Led recruiting, selection, onboarding, records, payroll coordination, performance management, employee relations, and offboarding.
- —Developed the compensation philosophy, annual increase practices, bonus programs, and retention incentives.
- —Led vendor scoping and evaluation for medical, dental, vision, life, and 401(k) programs, and managed annual open enrollment.
- —Prepared compensation and workforce-budget analysis and presented People-program options with tradeoffs for executive decision-making.
