The through line across my career: get clear on what has to change, build the model that makes it possible, and stay with it until adoption is real.
76%AI log-in adoption in 90 days
Generative-AI assistant launch across ~10,000 licences at a Fortune 100 company, with ~35% daily use in the first 90 days.
70%less friction creating SOPs
Deployed a Claude-based change agent that creates SOPs from recorded process observation and publishes them to the knowledge base automatically.
30%less CRM research time
Led the change plan, communications and enablement training for the rollout of an agentic CRM dashboard (a conservative estimate).
4,500+employees virtual in 6 weeks
Moved six sites to virtual working during the pandemic, then scaled the deployment to ~10,000.
8 teamsconsolidated into one national model
Brought eight teams together into a single, national, SLA-driven shared-services model for ~7,000 employees and 550 leaders (~10,000 at peak).
$4MP&L, 42-person organisation
P&L accountability for a national organisation of a senior manager, three managers and 37 frontline specialists.
5.1 dayscycle time, down from 14–21
Implemented Zendesk as HR's first case-management system, handling 12,000+ cases a quarter, and redesigned the workflows behind it.
35%labour cost reduction
Automation and data-hygiene work lifted staffing efficiency from 1:200 to 1:300 without service degradation.
95%fewer premium-pay errors
Forensic remediation of premium-pay system logic for the case type, with ~$100k annual cost avoidance.
90%dashboard adoption, 500+ leaders
Directed BI teams to build automated dashboards on attendance, leave, absenteeism and shrink.
70.6 → 87.5team Workplace eNPS score
Between 3Q23 and 3Q25, Motivation rose from 47.1 to 65.6 and Elevations/Huddles from 50.0 to 96.9.
Month 1change readiness & team design
Delivered the Change Readiness Assessment and designed and created the Change Management team in my first month at Fourth.