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My system + skills stack
Tools don't run People Operations; people who know the tools do. These are the platforms I've configured and run daily, and the skill areas they support.
Systems of record I've configured and run daily.
Not just a user: I've built onboarding flows, performance cycles, and reporting inside these systems, and moved data between them when the integrations didn't exist.
Filed, tracked, and audit-ready across all U.S. states.
Federal and state reporting on a calendar, not a scramble. Auditors reviewing processes I supported called them "grades above" what they typically see.
Plan design through daily administration.
Open Enrollment configuration and rollout, 401(k) deferrals and loans, HSA and HDHP true-ups, and the leave alphabet: FMLA, CFRA, PDL, ADA. I ran the RFP that cut ~$35K from leave vendor costs.
On time, every cycle, including the hard ones.
Weekly, bi-weekly, and monthly cycles, plus the ones nobody plans for: terminations with same-day final pay, off-cycle bonuses, and retro comp changes.
From cycle design to the hard conversations.
I've written the review questions, built the cycle in Lattice and Paylocity, and facilitated calibration. Then the part software can't do: coaching managers through PIPs and separations before the meeting, not after.
The tools behind the bots and workflows.
A Benefits Admin bot for premium clawbacks, Zapier feeds posting leave status to Slack, Monday.com boards for onboarding and immigration, and ATS-to-HRIS data flows on Claude and custom GPTs. If it repeats, I automate it.
Numbers People leaders can act on.
Headcount, attrition, and engagement data pulled into short updates with a recommendation attached. The point is the decision, not the dashboard.
Where the work gets shared and signed.
Cross-functional by default: I partner with Payroll, Finance, IT, Legal, and outside vendors, and keep the paper trail clean enough for audit.
Full-time, fractional, or a one-off systems project.
