When talent work needs to land as business strategy.
Consulting for People leaders. Coaching for the leaders they're building. Seventeen years as practitioner, vendor, and coach.
Start a ConversationResults from programs and systems I've built.
Your talent work isn't landing. Here's why.
You have the data. You have the thinking. You have a team doing real work.
It keeps getting heard as HR reporting instead of business strategy.
Your talent reviews surface real signal. Who's ready, who's not, where the gaps are. Leadership nods and moves on. Your calibrations produce decisions that revert the moment the meeting ends. Your performance conversations stay inconsistent because managers aren't sure what the stakes actually are.
You know you need real talent strategy at your current scale. You're not ready for a full-time senior hire, and you can't afford to get it wrong with a junior one.
That's where Talent Strategy Consulting comes in. I help People leaders build talent work that lands as business strategy, so leadership hears what the data is telling them about whether you have the right talent to execute.
I coach individual leaders who are ready for something to shift.
Two practices for two different buyers.
Each one serves a different moment, a different conversation, and a different kind of work. Every engagement starts with a conversation about where you are and what you're building toward.
Talent Strategy Consulting
From HR ask to business insight.
For Heads of People, CPOs, and senior HRBPs whose talent work isn't landing with leadership. The data is there. The thinking is there. It keeps getting heard as reporting instead of strategy.
I build talent work that lands as business strategy. Leadership hears what the data is telling them about whether you have the right talent to execute.
- The Cycle Sprint · 4 to 6 weeks, scoped to a specific leadership moment.
- The Cycle Partnership · 90 days, through a full talent cycle.
- The Team Development Retainer · Ongoing monthly work to develop a People or HR team's capability.
Leadership Coaching
For high-performers who got promoted quickly and feel the gap between what got them here and what's needed now.
You got promoted because you delivered. Nobody taught you what comes next. The ambiguity. The politics. The weight of a team now depending on you.
You're not failing. You're ready for something to shift, and you can't quite name what it is yet. Clarity first. Then ownership. Then the shift becomes how you operate, not something you're working on.
- The Reset · 3 months of biweekly coaching to surface what's stuck and move from clarity to early ownership.
- The Integration · 6 months of biweekly coaching to move through the full arc into integrated change.
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