Employment history and selected work.
May 2026–present
Lead People Partner to the Chief Product Officer, Chief Information Security Officer, and their leadership teams across a 250-person Product and Technology organization in the US, UK, and Poland.
Supported a PMO and Product reorganization and talent planning across Product and Cybersecurity. Team charters, career ladders, competencies, and the backfill and annual headcount processes are current work in progress.
August 2021–December 2025
Two promotions during 4.5 years of late-stage growth and the IPO. Partnered with the Chief Data Officer, Chief Information Security Officer, Chief Risk Officer, and Chief Experience Officer, with client groups reaching 500–600 employees. For one year I was also HR for HR, supporting the Chief People Officer and People function.
Scaled a redesigned performance model company-wide, built a headcount-planning model with Finance, and rebuilt career frameworks. Managed and developed a direct report who was promoted to Senior People Partner. My work also included succession planning, investigations, a 10-percentage-point increase in Risk engagement, and a follow-the-sun cybersecurity model with an employer-of-record arrangement in Poland.
November 2019–August 2021
HR leader for the CB2 brand across 800 employees, 21 stores, and corporate operations in the US and Canada.
Built the first formal store-compensation structure and redesigned Photo Studio Operations roles, career paths, and reporting lines for 130 associates. Led the HR work on COVID-era furloughs and recalls, along with Workday user-acceptance testing and change management.
November 2018–September 2019
HRBP for 160 Customer Success employees across the US, EMEA, and APAC, partnering directly with the VP and leadership team.
Built the organization’s first succession-planning tool and competency frameworks for Account Executives and Customer Success Managers. Led career-development and performance-conversation training; 91% of the organization maintained active development plans, and engagement rose 5 percentage points.
June 2016–September 2018
Designed Workday business processes and reporting before moving into an HRBP role supporting 400 US employees and the CFO, CMO, and Operations and Real Estate leadership teams.
Contributed to Workday Learning, partnered with the CFO on workforce and compensation decisions, and led multi-quarter reorganizations with Marketing and Operations. Built executive onboarding that business leaders estimated shortened time to effectiveness by 3–6 months.
May 2014–June 2016
HR generalist for 250 manufacturing and engineering employees across two Illinois sites and a union facility in California.
Redesigned shop-floor recruiting, reducing time to fill by 30%, and led succession planning that produced coverage for 90% of identified key roles.
May 2010–April 2014
Managed in-store people operations for 96 employees.
Served as the store’s primary recruiting partner and a regional new-leader immersion coach. Built manager-development programs that supported two manager promotions; 11% of individual contributors moved into leadership roles.
Master’s in Labor Relations and Human Resources, Cleveland State University. Bachelor of Science in Economics, John Carroll University.
I hold an active Professional in Human Resources (PHR) certification.
Sources: my published LinkedIn experience and résumé, reviewed September 7, 2026. Current Marqeta projects are marked as work in progress.
I co-authored Chime’s initial HR AI ethics principles in 2024. Through Mike Winkler Advisory, I now independently build and test AI-assisted HR workflows, including HR Mission Control.
The prototype gives me a place to test source checking, review, ownership, and follow-through with public and made-up data. Its test records show what happened in those tests; they are separate from my employment results.
Inspect the prototype and test record