Your Partner in People and Purpose.
I help scaling mid-market companies during growth and M&A solve HR operating model breakdowns, leadership bench gaps, and culture instability so growth continues without losing key talent.
Helping Mid-Market Companies Scale Without Losing Talent
Scaling exposes cracks. Growth, M&A, or leadership gaps can stress capability, culture, and the HR operating model all at once. I step in before momentum stalls.
When Companies Call Me
Three patterns repeat. If you recognize one of these, the time to call is now.
The Capability Gap
The team that got you here can't get you there. A maturity, experience, or capability gap opens up and it's blocking the next stage of growth.
Culture Evolution Needed
You need a culture reset, but the people embedded in the current culture are the wrong ones to architect the new one. You need an outside fixer.
Org Design / Op Model Change
A comprehensive restructuring is required, and it touches structure, people and capability simultaneously, not just one at a time.
Areas of Expertise — What I Do Differently
Tie Leadership to Outcomes
Connect leadership behavior to measurable business and NPS outcomes, not soft theory.
Structure + People + Capability
Fix structure AND people AND capability simultaneously. Never one at a time.
Step in at High-Risk Moments
M&A integrations, scale jumps, leadership gaps. The places where most plans fall apart.
Sustain Growth, Keep Talent
An embedded strategic partner, not a deliverable vendor. I sustain growth without losing key talent.
Built for the Mid-Market Inflection Point.
I work exclusively with mid-market companies that are outgrowing their HR operating model. These are startup-to mid-market transitions, pre- or post-acquisition situations, and rapid growth phases where the existing people infrastructure simply wasn't built for what's next.
My clients care about the numbers that matter: employee NPS, engagement scores, and retention rates, not just headcount. They know that losing key talent during a scale jump or M&A integration isn't a soft problem; it's a business risk.
- Embedded partnership, not a deliverable shop
- Tied to measurable business outcomes
- Built for high-risk, high-stakes moments
What Senior Leaders Say
"I highly recommend Stacey as a c-suite level HR executive and/or fractional. Stacey brings a deep breadth of global HR expertise and exceptionally sound business judgment. She is practical, approachable, and a strategic thinker."Chief Legal Officer & Corporate SecretaryFortune 500 Company
"I had the privilege of working closely with Stacey during her time as Chief People Officer, and she is an exceptional business partner. A true strategic thinker, she consistently operated with an enterprise-wide mindset."CEOASX Top 20 Global Gaming Company