People Operations | Management


One of the biggest mistakes that startups make is hiring an HR leader too late. The delay makes the company more at risk of "catastrophic failure through self-inflicted wounds.

Early Facebook, Twitter, Lyft investor Marc Andreessen

"If you don't start layering in HR once you've passed 50 people on your way to 150, something is going to go badly wrong," Andreessen

Human Resources Consulting


The following are core fields around which my human resources consulting services are based:

Employee engagement: measure employee engagement levels through surveys and interviews, define and improve performance in employee engagement and retention. While this area of HR consulting is necessarily broad, encapsulating total rewards strategy, employee performance management, leadership transformation, and organization structure design, most companies do have very specialized independent practices.


Compensation: design and manage compensation programs related to basic salary, bonuses, and stock plans. Evaluation of positions and building of salary structures, bonus plans and stock plans for clients are common. Specializations are often based on employee types (e.g. Executive compensation consultants and sales compensation consultants).


Employee benefits: optimize benefit plan design and administration (inclusive of health-related benefits) by assessing competitiveness and effectiveness of benefit plans (analytics and design), and cost-effectiveness and quality of vendors (brokerage).


Mergers and acquisitions: conduct human capital due diligence, coordinate and administer cross-functional activities during execution, including payroll and HR technology. Align organizational cultures and work styles during post-merger integration.


Talent mobility: Provide the insight and execution for full international expatriates (usually for executives) or local plus (partial-package expatriates), from pre-move informative guide, to post-move expat management program.