Your organization has evolved. Angie is here to help.
Organizations change. Sometimes quickly. And the structures, systems, and ways of working that once made sense don't always keep up.
That's where I can help.
Workforce Strategy & Organizational Design
I help organizations understand what they need from their workforce and build the structure, roles, decision-making, and operating practices to support it.
This work may include:
Organizational design
Workforce planning
M&A workforce planning and integration
Global mobility and employee transitions
Cross-functional and workflow design
Organizational change and implementation
The goal is a workforce and organizational structure that supports how the business needs to operate.
HR Strategy & Consulting
I help leaders build practical HR strategies, programs, and infrastructure that support the workforce and the realities of the business.
This work may include:
Talent attraction, risk and retention strategy
Compensation structure and pay practices
Total rewards and benefits strategy
Employee value proposition
Career paths and job architecture
HR policies and practices
HR systems and process improvement
The goal is HR that supports the business, not HR that operates separately from it.
Fractional & Interim HR Leadership
I provide experienced HR leadership when an organization needs senior-level expertise, hands-on leadership, or additional capacity without adding a permanent executive role.
This work may include:
HR function design and buildout
Executive and CEO advisory support
HR team leadership and development
Major HR initiative leadership
Vendor selection and implementation
HR infrastructure, systems, and governance
Transition/change leadership
The goal is experienced HR leadership that can make decisions, lead the work, and get it implemented.
How I work
I do not sell preset packages.
I scope the work around what is actually happening, what decisions need to be made, and what level of support is required to make the work stick.
Some engagements are defined projects. Others involve interim or fractional leadership during a period of transition. Some are advisory. Some are hands-on implementation.
I'm direct about scope, expectations, timing, and what your internal team will need to own.
A good first conversation usually clarifies three things:
What's happening now?
What's at stake if it doesn't change?
What kind of support would actually help?
“She brought consistency where it hadn't existed before: pay scales, policies, clear processes. Employees were treated in a fair and equitable manner because of the work she did. That's what she leaves behind.”