Attention: A Note During Transition
You may notice some changes here. I’m in the process of simplifying and aligning my work across platforms — focusing less on labels and more on the kind of support I actually provide.​ "Not The Scary HR Lady Consulting" reflects where this work began — and while my practice has grown beyond traditional HR, the heart of the work remains unchanged. Thank you for being here while things evolve.
I work with:
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Founders and executives navigating responsibility, growth, or change
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Leaders who care deeply about culture and want space to think clearly about people dynamics
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Individuals in periods of transition, reevaluation, or increased responsibility
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Small teams and nonprofits that value humane ways of working over bureaucracy
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Women and parents balancing leadership, caregiving, and real life
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If you’re thoughtful, self-aware, and looking for a calm place to make sense of complexity — this work may be a good fit.
Ways I Support Clients
I help people slow the noise down, see what’s actually happening, and improve the quality of their thinking — especially when pressure, responsibility, or emotion make clarity hard.
This often looks like:
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Reflecting patterns and tensions that are hard to see from inside the situation
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Helping leaders and individuals think clearly under responsibility or uncertainty
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Offering a calm sounding board during transitions, decisions, or moments of misalignment
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Naming assumptions, blind spots, or overlooked signals
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Sharing perspective or options when they’re genuinely useful — without taking over decisions
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I don’t lead with rules, policies, scripts, or one-size-fits-all solutions.
I lead with listening, pattern recognition, and perspective — offering ideas or options when they’re useful, without taking over decisions.
My approach is:
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Human-first, not clinical
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Grounded in lived experience, not buzzwords
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Reflective and collaborative, not prescriptive
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Focused on clarity, not urgency
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Practical in orientation, without forcing outcomes
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This work creates enough calm and structure for people to hear themselves think — and to move forward with greater steadiness and intention, without pressure or performance.
Depending on your needs, support may include:​​​
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Sensemaking around culture, engagement signals, or “something feels off” moments
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Reflective support for leaders or individuals navigating responsibility, transition, or uncertainty
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Thoughtful perspective during periods of change, growth, or reevaluation
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Short-term advisory or asynchronous support designed to fit real life
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Not every engagement looks the same — because people and organizations aren’t the same.
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You don’t need to have everything figured out to begin. We start with what’s present and work from there.