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 structural tension
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Leaders who care about culture and want to understand what’s actually shaping team behavior
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Individuals in transition or carrying decisions that affect others
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Small teams and nonprofits committed to humane, sustainable ways of working
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Women and parents balancing leadership, caregiving, and real life
If you’re thoughtful and self-aware — and want accurate context, not quick fixes — this work may be a good fit.
Ways I Support Clients
I help people untangle what’s actually happening beneath pressure, responsibility, and emotion — especially when the system around them feels unclear or heavy.
This often looks like:
• Reflecting patterns and structural tensions that are hard to see from inside
• Distinguishing personal doubt from systemic strain
• Interpreting culture and engagement signals with context
• Naming blind spots or tradeoffs before decisions are made
• Offering grounded perspective and options — without taking over execution
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I don’t lead with scripts, compliance, or one-size-fits-all advice.
I lead with listening, pattern recognition, and context — strengthening the thinking behind your decisions so action is cleaner and more aligned
My approach is:
• Human-first, not clinical
• Systems-aware, not abstract
• Reflective, but grounded in real-world dynamics
• Practical without forcing outcomes
• Focused on sustainability, not urgency
This work creates enough structure and clarity for people to move forward deliberately — without unnecessary noise, performance, or burnout.
Depending on your needs, support may include:​​​
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• Interpreting people or culture signals when something feels off but hard to name
• Distinguishing between personal doubt and structural strain before decisions are made
• Pressure-testing leadership decisions where timing, perception, and human cost intersect
• Slowing reactive thinking so judgment is cleaner and tradeoffs are clearer
• Short-term advisory or asynchronous support designed to fit real life — without adding noise
Not every engagement looks the same — because people and organizations aren’t the same.
You don’t need to have everything figured out to begin. We start with what’s real and clarify from there.