I design and stabilize People Systems and govern workforce data models, ensuring HR data is an auditable input for Finance and leadership decisions.

Overview

This portfolio highlights work I led to design and stabilize HR data systems, plus analytical case studies developed through professional certifications. The environments included BambooHR, Personio, and Factorial — contexts where HR and Finance data were structurally misaligned, and no single source of truth existed.

This work is not a dashboard design. It is:

• identifying where HR data broke down, at input, at ownership, or at handoff to Finance
• designing control structures to make workforce data auditable and reliable
• translating workforce signals into decisions on headcount, hiring pace, and cost

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The consistent question across every project: what decision is blocked because this data cannot be trusted, and what needs to change for that decision to become possible?

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Core Focus Areas

• People Systems — Data flows + ownership across HR operations (who enters what, when, and what happens when it is wrong)
• HRIS & Data Governance — Field-level consistency across BambooHR, Personio, and Factorial; resolving conflicts between HR and Finance records
• Workforce Analytics — Translating headcount, tenure, and attrition data into capacity decisions, not status reports
• HR Data Architecture — Controlled data models that hold across payroll cycles, org changes, and system migrations
• Applied BI — Logic that surfaces decisions (hire/hold/restructure), not metrics for their own sake

Projects

Each project is structured around one question: what decision does this enable? Cases cover the business problem, the system or data structure built, the key findings, and the decisions that became possible as a result.

Note on case study framing: The HRIS implementation cases (Neuroelectrics, Tier11, Aizon) are documented in a separate portfolio. The analytical projects below were developed as part of the Google Business Intelligence Certificate and Advanced SQL certification, using simulated HR datasets. Each case is labeled accordingly.

Functional learning

Workday HCM — Functional Learning Portfolio (Business User Track)