Employer Brand & People Systems Work
People-centered systems that align what you say with what people experience.
When organizations grow, change, or experience turnover, the gaps often show up first in how people experience work — from onboarding and communication to expectations and follow-through. Employer brand and people systems work is about closing those gaps with intention.
In these engagements, I partner with organizations to clarify, design, and strengthen the people-facing systems that shape employee experience.
That might include employer brand, recruiting, onboarding, internal communication, or the structures that support engagement and adoption. The work is always approached through a change and systems lens — focused on how people actually experience the organization, not just how things are documented.
The goal isn’t polish for its own sake. It’s alignment: between values and behavior, messaging and reality, intention and execution.
What This Work Looks Like in Practice
Employer brand and people systems work is especially effective when:
growth or change has outpaced people systems
onboarding or early tenure experiences aren’t landing well
attraction, engagement or retention issues point to deeper misalignment
internal communication feels inconsistent or unclear
leaders want a more intentional employee experience, but don’t want compliance-driven HR consulting
This work is for organizations that care deeply about their people — and want systems that reflect that care in practice.
When This Type of Partnership Is a Good Fit
Common Focus Areas
While each engagement is shaped around the organization’s needs, this work often includes:
employer brand and employee value proposition (EVP) development
aligning internal messaging with lived employee experience
recruitment, onboarding and early-tenure experience design
people systems that support adoption and engagement
change communication during growth or transition
translating leadership intent into clear, usable people practices
This is not policy creation or compliance-only HR work. The emphasis is on clarity, experience, and sustainability.
Why a Systems Approach Matters Here
Employer brand isn’t just what you say — it’s what people experience consistently over time.
Because I bring experience across marketing, HR, operations, and technology, I’m able to:
connect external brand and internal experience
see where systems quietly undermine good intentions
design people practices that teams can actually use
support adoption, not just design
This work helps organizations move beyond aspirational statements and toward experiences that feel coherent, trustworthy, and human.
How These Engagements Are Structured
Employer brand and people systems engagements are flexible and scoped around the situation at hand.
They’re typically:
project-based or time-bound
focused on diagnosis, design, and alignment
supported with change leadership and communication
Some engagements stand alone. Others connect naturally to broader change or fractional leadership work. The structure should always serve the moment you’re in.
Not Sure Where to Start?
Many organizations know something isn’t working — but can’t yet name whether it’s employer brand, onboarding, communication, or systems.
That’s okay.
We can start by talking through what you’re seeing and experiencing, then determine whether this type of work — or another approach — is the right fit.
If your organization is ready to be more intentional about the people systems that shape employee experience — without drifting into compliance-only HR consulting — I’d love to talk.
There’s no pressure or obligation. Just a conversation to explore what’s showing up and whether this kind of partnership would help.