People Ops
Building the teams, training, and support structures that help your people succeed.
People Ops isn't just HR paperwork. It's how your team experiences working at your company. From day one onboarding to how you handle feedback, promotions, and offboarding, every touchpoint matters.
I help you build people systems that are clear, consistent, and human.
What this can look like
- Onboarding playbooks: so new hires feel confident, not confused
- HR workflow design: leave requests, approvals, and policies that don't require a decoder ring
- Performance & feedback systems: structured, fair, and actually useful
- Documentation & knowledge bases: so critical info isn't trapped in someone's head
- Offboarding processes: smooth transitions that protect your team and your data
Signs you might need this
- New hires keep asking the same questions because there's no clear guide
- You're handling HR tasks manually that should be systematized
- Team leads are making up their own processes, and none of them match
- People don't know where to find policies, handbooks, or SOPs
Examples of My Work
Interview, Onboarding & Training Programs
Designed the full hiring and onboarding experience for a growing startup, including the interview process, onboarding procedures, and an extensive secondary training program across all teams. Built from scratch during a period of rapid growth.
Technical Training Curriculum for Support Teams
Developed a technical training program for customer support staff that went well beyond typical support training. Topics included bug triage and escalation, writing software tickets, QA testing, UX design principles, and SFTP integration. The result: fewer bugs reaching the development team, better feature prioritization, and higher client satisfaction.
Performance Metrics & OKR Reporting
Designed a weighted scoring mechanism and built reporting in Data Studio to surface performance metrics for each employee. This enabled the team to set departmental OKRs and establish realistic service levels for clients.
Competency Matrix & Salary Model
Created a competency matrix paired with a data-driven salary model. Researched actual market salary data, then built a scoring method for competencies and applied a regression to generate suggested salary increases for each employee, ensuring fair and market-competitive raises across the team.
Employee Pulse Surveys (Leapsome)
Implemented a series of pulse surveys in Leapsome designed to target employee morale across all aspects of the organization. The surveys provided leadership with ongoing, actionable insight into team sentiment and engagement.
Multi-Step Candidate Screening (Workable)
Used Workable to implement multi-step screening processes for candidates, including tailored screening questions and exercises at each stage to evaluate fit and capability before advancing to interviews.
