Impact

Representative transformation initiatives from 23 years at Procter & Gamble, demonstrating results across workforce strategy, digital HR, and organizational effectiveness at Fortune 50 scale.

Note on case studies: The following examples represent the scope and complexity of transformation work delivered during tenure at Procter & Gamble. Specific metrics and proprietary details are available in executive portfolio discussions. All case studies reflect Fortune 50 scale: multi-region operations, thousands of employees affected, and C-suite partnership.
Workforce Transformation

Enterprise operating model redesign

Context: Fortune 50 enterprise with fragmented execution and unclear decision rights across regions and functions

  • Challenge: Growth strategy hampered by slow decision-making, unclear accountability, and inconsistent execution across 40+ countries and multiple business units.
  • Approach: Designed integrated operating model with clear governance structure, decision frameworks, leader routines, comprehensive change management, and phased rollout across regions.
  • Impact: Improved decision speed, enhanced cross-functional collaboration, strengthened accountability systems, and measurable improvement in strategic initiative execution. Sustained adoption validated through leadership surveys and business outcomes.
Digital HR

Enterprise technology adoption and simplification

Context: Fortune 50 implementation of enterprise HR platform (ERP/Workday scale)

  • Challenge: HR technology deployed globally but adoption lagging, ROI not materializing as planned, and user satisfaction below target across employee and manager populations.
  • Approach: Led comprehensive simplification initiative including process redesign, data governance establishment, change network activation across regions, targeted training programs, and continuous improvement cycles.
  • Impact: Significant increase in platform utilization rates, reduced process cycle times, improved data quality scores, and elevated user satisfaction. Measurable ROI demonstrated through efficiency gains and improved decision-making.
Organizational Design

Leadership capability and succession strength

Context: Fortune 50 growth strategy requiring enhanced leadership bench

  • Challenge: Aggressive growth strategy requiring new capabilities and deeper leadership bench strength across business units. Succession coverage gaps at critical senior levels affecting strategic execution.
  • Approach: Clarified critical roles and competencies, developed assessment frameworks, implemented rigorous talent review processes, designed accelerated development pathways with executive sponsorship, and created mobility programs across functions and geographies.
  • Impact: Strengthened internal succession pipeline with measurable improvement in bench strength scores, improved retention rates of high-potential leaders, increased readiness ratings for strategic roles, and reduced external hiring needs at senior levels.
Culture Change

Leadership transformation and behavior adoption

Context: Fortune 50 strategic pivot requiring culture evolution

  • Challenge: Strategic pivot required fundamental culture change and consistent behavior reinforcement across all leadership levels globally. Previous attempts at culture change showed low sustained adoption.
  • Approach: Designed comprehensive leader enablement program with clear behavioral expectations, built integrated communications architecture, implemented accountability systems tied to performance management, and created measurement framework for adoption tracking.
  • Impact: Elevated engagement scores across employee populations, strengthened leadership effectiveness measures validated through 360 assessments, improved alignment scores to business priorities, and sustained behavior change demonstrated through follow-up assessments.
HR Operating Model

Service delivery transformation and efficiency

Context: Fortune 50 HR function requiring modernization

  • Challenge: HR operating model designed for previous era—inconsistent service delivery, high cost per employee, limited strategic capacity, and low client satisfaction from business leaders.
  • Approach: Redesigned HR service delivery model with clear role clarity (centers of excellence, business partners, shared services), implemented technology enablement, established service standards, and built capability through training and coaching.
  • Impact: Reduced cost per employee while improving service quality, increased HR strategic capacity by shifting transactional work, elevated client satisfaction scores from business leaders, and improved HR employee engagement through clarity and capability building.
Data & Analytics

Workforce analytics and decision support

Context: Fortune 50 enterprise requiring data-driven HR

  • Challenge: Decision-making based on limited data and anecdotal evidence. Workforce analytics capability underdeveloped. Business leaders requesting insights that HR couldn't provide with confidence.
  • Approach: Built workforce analytics capability including data governance, analytical tools implementation, analyst team development, standardized reporting frameworks, and leader education on data-driven decision-making.
  • Impact: Established credible workforce analytics function providing actionable insights to C-suite and business leaders. Improved quality of strategic workforce planning. Enhanced HR credibility as business partner through data-backed recommendations.

Scale and Complexity

All initiatives above were delivered at Fortune 50 scale with the following characteristics:

  • Global reach: Implementation across 40+ countries with diverse regulatory environments, cultural contexts, and business models.
  • Employee impact: Affecting thousands to tens of thousands of employees across multiple business units and functions.
  • C-suite partnership: Direct partnership with CEOs, business unit presidents, CFOs, and functional leaders on strategic priorities.
  • Change complexity: Managing organizational complexity including matrix structures, joint ventures, acquisitions, and diverse stakeholder groups.
  • Sustained results: Demonstrated adoption and business impact sustained beyond initial implementation through rigorous governance and measurement.

Executive portfolio

For detailed case studies with specific metrics, scope parameters, and proprietary insights from P&G tenure, a comprehensive executive portfolio is available upon request for serious executive conversations. This portfolio includes:

  • Quantified business outcomes and ROI calculations
  • Detailed scope (employee counts, regions, budget ranges)
  • Stakeholder complexity and governance structures
  • Change management approaches and adoption curves
  • Lessons learned and transferable frameworks
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