Senior HR Leadership for Organizations Navigating Growth and Change.
I partner with CEOs, boards, and leadership teams to build HR functions, develop leaders, and lead change—as a permanent executive, an interim leader, or on focused projects. 20+ years across financial services, private equity, healthcare consulting, and global organizations.
Experience Includes:
People Strategy That Moves the Business.
I partner with CEOs and leadership teams to design and run the people side of the business—bringing executive-level judgment and the follow-through to make it stick.
- People Strategy & Org Design — Align structure, roles, and decision-making to business goals
- Culture & Performance — Turn values into measurable behaviors and accountability
- Talent Systems — Build hiring, onboarding, and development engines that scale
- HR Infrastructure — Modernize tools, workflows, and operations
- Total Rewards & Risk — Create equitable, compliant frameworks that retain top talent
Stabilize, Scale, and Strengthen Your People Function.
Whether you're growing quickly, navigating change, or building HR from the ground up, I bring the leadership and systems needed to move forward with clarity.
HR Strategy & Org Design
Design the structure behind performance by establishing clear roles, decision frameworks, and organizational models that reduce friction and accelerate execution.
Talent & Leadership Development
Build managers who can actually lead by implementing practical systems for hiring, onboarding, and developing leaders who drive accountability and results.
Culture & Change
Align your organization as it evolves through intentional culture-building and change leadership that keeps teams engaged while the business moves forward.
How I Lead.
Whether I join permanently or for a defined period, I embed quickly, align with leadership, and focus on what matters most—building practical systems that drive real outcomes.
- Business-first — Every people decision ties back to company goals
- Built to scale — Systems that grow with you, not break under pressure
- Operator mindset — Strategy that actually gets implemented
- Calm in complexity — Clear direction in fast-moving environments
Why Leaders Bring Me In.
When the people side of the business needs to keep pace with strategy, I bring senior leadership and a record of measurable results.
- Built first-ever HR functions reporting directly to CEOs and Boards
- $3M in P&L savings for a healthcare client, reinvested in retention
- 15% lower HR tech cost per employee for an $80M organization
- 10% more internal promotions through succession and talent strategy
Leadership That Fits Your Next Chapter.
I'm open to full-time executive roles, and I partner with organizations on interim, fractional, and project engagements. Consulting work typically starts with an assessment.
People Function Assessment
A focused 3–4 week review of your HR risk, compliance, structure, and systems—ending with a prioritized 90-day roadmap presented to your leadership team.
- Risk and compliance review
- Org structure and role clarity
- HR tools and process audit
- 90-day roadmap with clear priorities
Fractional Head of People
Best for: growing companies that need senior HR leadership, but not a full-time executive.
- Owns your HR priorities and employee relations
- Coaches managers and advises the CEO
- Builds hiring, performance, and succession systems
Interim HR Leader
Best for: a CHRO or VP vacancy, leadership transition, or integration that can’t wait.
- Steps in fast and stabilizes the team
- Keeps critical priorities and hires moving
- Hands off cleanly—or stays on as your permanent leader
Focused Project
Best for: one defined initiative—like an acquisition integration, HR tech rollout, or compensation redesign.
- Scope and deliverables agreed up front
- Set timeline with a clear finish line
- Hands-on execution, not just recommendations
“Change Is the Only Constant” — DisruptHR Talk.
Cindy was invited to take the DisruptHR stage to share her perspective on how organizations can navigate constant change with clarity, empathy, and intention. In her talk, she breaks down why change efforts often fail, what leaders overlook when moving too fast, and how to create momentum without losing people along the way.
“Cindy operates with the highest level of integrity, a trusted partner by both the business and HR… Excellent partner, would welcome opportunity to work with Cindy again.”
“Cindy is one of the most professional people I've worked with… Thank you, Cindy for being such a positive and reliable business partner!”
“Cindy was instrumental in several strategic transformation programs across our organization… I'd recommend Cindy to anyone who needs an HR leader that can lead your organization to its next level of talent engagement.”
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Let’s Build What’s Next
Whether you're hiring a permanent HR executive, covering a leadership gap, or tackling a restructuring, integration, or HR build-out, let’s talk.