I’ve spent nearly two decades helping organizations understand the difference between having HR and actually doing it well. I’m a non-practicing lawyer, which means I bring legal fluency to every engagement without the billable hours of an employment law firm. What I bring instead is the ability to operate at the executive level, see the full picture of your organization’s people risk and strategy, and tell you the truth about what you’re actually dealing with before it becomes expensive.
I’m also based in Las Vegas, which means double confidentiality comes standard.
I started my career at a small law firm. The founding partner traveled frequently, and I volunteered to run things while she was gone. What I discovered wasn’t just that I could manage a firm’s operations—it’s that I could see something most people in that building couldn’t: the legal exposure hiding inside HR decisions, the HR consequences of legal ones, and what it costs an organization when nobody’s holding both at the same time.
I went on to serve as Director of HR for a national staffing agency, an environment where multi-state compliance, workforce complexity, and people strategy collide constantly. Over a decade ago, I opened my own business. Since then I’ve served as a strategic HR partner and fractional CHRO for organizations navigating growth, compliance risk, leadership transitions, and the kind of workforce challenges that don’t have easy answers.
The work has evolved, but the core hasn’t: I help organizations see what they’re actually dealing with, and then I help them do something about it.
Most workplace problems aren’t HR problems. They’re leadership problems that eventually show up on HR’s desk.
Companies that struggle with retention, compliance failures, and culture issues almost always share a common thread: somewhere along the way, they stopped treating employees like people and started treating them like machines. I have a different view, and it’s simpler than most companies expect. Take care of your people, communicate clearly, lead with accountability, and stop micromanaging, and most of the expensive problems you’re bracing for either don’t happen or are much easier to resolve when they do.
The legal side reinforces this. I help organizations understand their actual risk exposure, the specific, here’s-what’s-broken-and-here’s-what-it-could-cost-you exposure, because companies can’t manage risk they don’t know about. And most don’t know about nearly enough of it.
Every company needs HR. You can bring me in now, proactively, and we fix what needs fixing before it becomes a crisis. Or you can wait. Either way you’re paying for legal and HR expertise, but the reactive version comes with more lawyers, regulators, damaged relationships, and costs that vastly exceed the proactive approach. I’ve watched both scenarios play out more times than I can count. Proactive is better. Every single time.
I believe that strongly enough that I serve on the boards of the Freelancers Union and the International Human Rights Art Movement, two organizations built around the idea that workers deserve dignity and that the systems around them should reflect that. The people-first philosophy I bring to client work isn’t just a consulting posture. It’s something I actually try to live out.
Over the years, I’ve had the privilege of contributing to respected publications and serving in leadership roles that reflect my commitment to both the legal and journalistic communities. I’ve also been fortunate to be recognized by national outlets for my work and perspective.
I’m proud to share that my opinion piece, Freelancers Are Crucial to Nevada’s Economy. The State Still Won’t Protect Them, has been published in Nevada Current.
In the 2026 article, I examine the growing role freelancers play in Nevada’s economy and the lack of legal protections when independent workers are not paid for their work.
I’m proud to share that my latest opinion piece has been published in The Nevada Independent! In it, I discuss the challenges freelancers face in Nevada—lack of payment protections, legal recourse, and enforcement—and how the state can follow others in passing a Freelance Isn’t Free law to protect independent workers.
Freelancers are a vital part of Nevada’s economy, and it’s time the law recognized and safeguarded their rights.
I’m honored to have my article, ERISA Reaches Its Turning Point, featured in the 2024 Best Lawyers Business Edition The Litigation Issue. As ERISA laws rapidly change, businesses are reshaping their practices, and it’s a privilege to contribute to this critical discussion.
I’m grateful to be included among such esteemed professionals and contribute to a publication that highlights excellence and expertise in the legal field.
I’m excited to share that my article, Treacherous Waters, Uncharted Territory, has been featured in Best Lawyers. It explores how political shifts are reshaping international law and business compliance, urging companies to adapt to new regulatory challenges.
Thank you to Best Lawyers for the opportunity!
I’m excited to share that my article, ESG Backlash on the Border, has been featured in Best Lawyers! The piece examines the growing divide between Canada’s ESG regulations and the U.S. backlash, highlighting key risks and opportunities for Canadian businesses navigating cross-border compliance.
Thank you to Best Lawyers for the opportunity to contribute to this important discussion!
I keep these companies compliant with federal, state, and local employment laws. My assistance for you is just a call away.
