Seven results, owned start to finish.

I write client resumes in Challenge–Action–Result format, so mine gets the same treatment. Here's what the problem was, what I did, and what changed.

~$35K

Vendor management

Leave vendor RFP and savings

Challenge: A 650+ employee org needed a better leave administration vendor, and nobody had pressure-tested the market in years.
Action: Ran the RFP end to end: requirements, outreach, demos, and a scored comparison across five vendors.
Result: Roughly $35K in combined rate and fee savings, with a vendor the team actually wanted to work with.

End-to-end

Performance strategy

Performance review cycle, built from scratch

Challenge: 650 employees across corporate and Showroom teams, and no formal review cycle to align them.
Action: Partnered with executive leadership and people managers on the strategy: wrote the review questions and rating scale, facilitated calibration, and built the cycle in Lattice and Paylocity.
Result: A complete cycle launched for corporate and Showroom managers, with calibration that leaders trusted enough to repeat.

Day 1 ready

Program build

Babylist Showroom people programs, from zero

Challenge: Babylist was opening its first retail showroom. No retail onboarding, policies, pay structure, or HR systems existed for that population.
Action: Led the people infrastructure build: onboarding, policies, benefits, pay structure, and HR systems for exempt and non-exempt staff.
Result: Everything live on opening day, then a run of programs that put people first and still served the business.

6-wk

Program design

Paid gradual return-to-work for birthing parents

Challenge: Birthing parents were returning from leave straight into full-time schedules, with no ramp.
Action: Collaborated with executive leadership to design a 6-week, 4-day-per-week benefit at 100% pay.
Result: A return-to-work ramp that parents used and leadership approved, folded into the standard leave experience.

100%

Governance & risk

Company-wide compliance refresh

Challenge: Four workforce segments, each with different training requirements, and no single annual refresh to cover them.
Action: Built one annual compliance refresh spanning HIPAA, anti-harassment, and policy acknowledgments, tracked per segment.
Result: 100% completion across all four segments, documented and ready for audit.

HRBP

HRBP partnership

The partner managers actually call

Challenge: Managers avoid HR when they don't trust it, and problems surface late.
Action: Built rapport one conversation at a time. I write PIPs with managers, run separation prep meetings, and coach them before the hard conversation, not after.
Result: Managers bring me performance, conduct, and separation issues early, and employees tell me what they would not put in a ticket. Issues settle before they grow.

AI bots

AI & automation

Automation across payroll, benefits, and compliance

Challenge: Recurring admin work in payroll, benefits, and compliance was eating hours the team needed for judgment calls.
Action: Built a Benefits Admin bot for premium clawbacks, Zapier feeds that post leave status to Slack, Monday.com boards for onboarding and immigration, and ATS-to-HRIS data flows on Claude and custom GPTs.
Result: Hours saved every week on recurring tasks, with consistency and compliance held across stakeholders.

Why this format? Challenge–Action–Result is how I rebuild client resumes at POP Performance Group. If your materials read like a task list, this page doubles as a sample of the fix.

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