Project Portfolio
Applied AI and people-analytics work across Total Rewards, HRIS, and machine learning. Headline outcomes are documented results; supporting chart values are representative illustrations for portfolio display.
Measured impact across the portfolio
Compensation, benefits, HCM, and talent programs designed, transitioned, and measured across multi-subsidiary workforces.
Led the carrier transition from Kaiser to Anthem, restructuring plan design to cut employer spend while lowering employee premiums.
Redesigned 401(k) features with education campaigns and auto-enrollment to lift participation across the workforce.
Directed a six-month platform migration for 1,600 employees across discovery, configuration, data migration, parallel testing, and go-live, landing on schedule with automated payroll and benefits integrations.
Benchmarked pay across 129 roles against market data and built grade-based salary ranges, then ran adjusted pay-equity analysis to keep gaps within tolerance across the workforce.
Stood up a Talent Review Committee and facilitated 9-box calibration across the workforce, mapping performance against potential to guide succession and development.
Applied machine learning and generative AI for HR, built on IBM WatsonX Orchestrate, OpenAI, and Python NLP pipelines.
Self-service Power BI reporting on headcount, turnover, and time-to-fill, giving leaders a single governed view of workforce health.
A conversational assistant trained on benefits plans, policies, and leave rules, answering employee questions instantly and deflecting routine tickets from the HR team.
A supervised model scoring departure risk from engagement, tenure, and performance signals, surfacing at-risk talent early for targeted retention.
An NLP pipeline classifying open-text survey feedback by theme and sentiment, turning thousands of comments into a leadership-ready signal.
Analyzes benefits utilization trends to model cost-effective plan designs, pinpointing where spend and employee value diverge.
High-cost, low-utilization benefits (upper left) are flagged as redesign candidates.
Drafts role-ready job descriptions and screens the language for bias, flagging exclusionary or gendered phrasing and rewriting it inclusively in seconds.
A conversational assistant that walks new hires through paperwork, provisioning, and training, auto-completing routine steps and nudging the rest.
Maps each employee's skills against role targets and career goals, then recommends the next training modules to close the gap.
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Continuously scans HRIS records for missing fields, duplicates, and inconsistencies, scoring data health and routing exceptions for cleanup before they reach payroll or compliance.
Enterprise data architecture and AI governance underpinning trustworthy, audit-safe analytics.
Built a full medallion lakehouse from the ground up, piping every division's systems (HRIS, payroll, benefits, ERP, EHR) through Bronze, Silver, and Gold layers into certified semantic models, executive Power BI, and AI orchestration, with a patent-pending hallucination-prevention layer keeping insights audit-safe.
An orchestrator agent plans each leadership question, routes it to specialist agents that query the governed Gold layer through MCP tools, then synthesizes a grounded, cited briefing behind a hallucination-prevention guardrail.
Authored and rolled out an enterprise data governance policy that closed every critical gap identified in a formal audit, establishing controls across access, lineage, and model oversight.
Ran a Data Protection Impact Assessment across 27 processing activities, scoring privacy risk by likelihood and impact, then drove mitigations that closed 18 gaps and eliminated every high residual-risk activity.