Keep up with your competition.

Ensuring Your Pay Is On Pace.

If your compensation isn't perceived as competitive, you risk losing key talent and lower employee engagement. How do you know if your compensation is competitive?

I help growing organizations build structured compensation programs that attract top talent, reduce turnover risk, and give HR leaders confidence in every pay decision.

If offers are being declined, employees are questioning pay, or compensation decisions feel reactive, the problem usually isn’t effort, it’s lack of structure. Ad hoc salary changes can create inequities, internal tension, and long-term cost issues that are hard to unwind.

I work with HR leaders to turn compensation into a clear, defensible system, not a series of one-off decisions. That includes defining your compensation philosophy, benchmarking roles properly, building salary structures, and using market data in a way that actually supports decisions.

  • I’m an experienced compensation consultant with a diverse project background and deep expertise in market data, job architecture, and salary program design.

  • My approach balances market data, internal equity, and business realities to create pay programs that work in the real world, not just in spreadsheets. I focus on building clear frameworks, not one-time fixes, so you leave with tools, structure, and confidence to manage compensation long after the project ends.

  • I work with organizations of all sizes, from growing mid-sized teams to large corporate environments, each with different structures, challenges, and goals. Every engagement is tailored to fit how your organization actually operates, ensuring solutions that are practical and built to last.

I believe that fair and consistent compensation creates a transparent, strategic approach that supports both employee and business success.