Hey Everyone, I’m Amy!

I’m your Talent and Performance Management guru and partner. Whether it’s a project, a program, fractional talent management, or potential to join you full-time, I’d love to connect and chat about what’s possible.

My mission is to help people, cultures, and teams to reach their highest potential. How do I do this? With a sense of humor, an infectious laugh, and creative thought partnership with my clients. My philosophy is that well-constructed programs are created like products that help people be at their best so they can drive results for your company.

With my international experience at companies such as adidas, Meta (formerly Facebook), Stryker, and HP (formerly Poly), I use a global and inclusive-based approach in the design of every program. I’m comfortable working as a team of one or a party of some.

I’m not a sales person who will pitch a canned approach. I build relationships and leverage referrals so we can determine if our partnership is a great fit for all. For more information on my background and philosophy, please check out my LinkedIn profile and as a guest on the podcast Inevitable: The Future of Work.

My Specialties

  • This is my sweet spot, with deep expertise in designing and scaling performance management strategies through feedback, goal setting, continuous development, and performance-based decisions. I like to call it “Performance Development”, because heck, if we aren’t developing AND performing, what’s the point?

    I blend change management with toolkits, playbooks, and learning that’s fun and engaging (think TikTok-style).

    I leverage AI while still keeping a human touch to streamline and make the approach all in the regular flow of work.

  • I have 12+ years spanning all areas of Talent Management including starting as a team of one to leading teams. The lessons I’ve learned, mistakes I’ve made, and successes I’ve had allow me to pivot, shift, and adapt both myself and your programs to meet every need.

  • My creativity in how we address High Potential and Critical Talent has future-proofed many organizations. Focusing on Impact, Total Addressable Market, and cost of loss speaks to top level leaders in a way that makes this feel like so much more than an “HR Exercise”.

  • When I look at my LinkedIn network, the vast majority of people (80-90%) who have gone through my emerging or executive leadership programs are in next-level roles including C-Suite and CEO or succession-identified roles. I focus on in-role development rather than a one-and-done workshop or education session.

Peek at a small sample of my Portfolio…

  • New Manager Scaling

  • Performance Development

  • Self-Driven Learning Tools

  • Succession Dashboard