Maybe the People team is stretched and needs senior support for a period of time. Maybe the organization is growing faster than its processes. Maybe engagement has changed and nobody is quite sure why. Or perhaps you have a good team and good intentions, but need someone outside the system to notice what has become difficult to see from inside it.
This is the space where I bring the different parts of my almost 20 years of experience together across People & Culture, leadership, employee engagement, community building, People Operations and learning & development to help organizations work through the people’s challenges that don’t fit neatly into one box.
Depending on what you need, I can step in as an advisor, an extension of your People team, a strategic sounding board for leadership or simply an experienced pair of eyes looking at what’s happening from the outside.
When this might be the right fit
your People team needs senior expertise but you don’t necessarily need another permanent role
the organization is growing or changing and existing people practices need to catch up
you’re dealing with a people challenge that cuts across several areas rather than belonging to one HR process
your leadership team needs an experienced People perspective in strategic conversations
something around engagement, culture or collaboration feels different, but the real issue isn’t clear yet
you want to rethink an existing People process without starting again from zero; you need an outside perspective on how the organization is working — not only how it looks on paper
a People leader or team would benefit from a trusted partner to think through decisions with
you need additional senior capacity for a project, transition or particularly intense period
Where we want
to get
The goal depends on the challenge, but the work should ultimately create more clarity around what is happening, what matters most and what is worth changing. That might mean:
People priorities that are better connected to business priorities;
clearer and simpler processes;
a stronger employee experience;
better support for managers;
more intentional learning and development;
stronger engagement and connection across the organization;
greater clarity around roles, ownership and decision-making;
a People team that feels less alone in carrying complex organizational questions;
practical changes that can actually be sustained once I step away.
What working together can look like
What the work can include
Every project will look different, but it may include:
People & Culture Strategy
Connecting people priorities with where the business is going and helping leadership decide what matters now.
Employee Engagement & Experience
Understanding what shapes the everyday experience of employees and identifying where meaningful improvements can be made.
People Operations
Reviewing or improving the processes and ways of working that sit underneath the employee experience.
Learning & Development
Thinking through development priorities, learning journeys, internal programs and how learning translates into the actual work.
Community & Connection
Creating stronger ways for people to connect, contribute and feel part of the organization, particularly as companies grow or ways of working change.
Manager & Leadership Support
Working through people decisions, team challenges or organizational situations with managers and leadership teams.
People Process Design
Designing, simplifying or improving processes where there is a genuine organizational need.
Facilitation
Creating structured conversations around questions that are difficult to solve inside day-to-day meetings.
Embedded Advisory Support
Joining the team for a defined period as an external senior People partner without needing to turn the need into a permanent hire.
Coaching & Mentoring
Supporting the people responsible for carrying the change forward when the challenge becomes less about the process and more about how they lead through it.
What’s different about the way I work
What stays with you after we work together.
What people say working with me on this subject
I worked with Florentina for 16 years at Zitec, where she grew from our sole HR professional into the role of Chief Talent Experience Officer, adapting continuously as the organization evolved. What I valued most was her ability to combine genuine care for people with clear expectations around performance and accountability. She brings both strategic perspective and a willingness to get directly involved, from processes and systems to manager development. I would recommend her to entrepreneurs who need a partner who can build alongside the organization and stay close enough to make change work in practice.
