Built inside companies in motion.
Over a decade in Total Rewards, People Operations, and HR Systems — most recently leading global compensation at Lucid Motors. I bring an operator’s view to the AI question, not a technologist’s.
Compensation, HR systems, and the operating model.
At Lucid Motors, I led global compensation strategy for $760M+ in total direct compensation across 7,800 employees in seven countries — market pricing, scenario modeling, equity programs, and the SAP SuccessFactors Compensation implementation. I built AI-powered comp and workforce tooling on Compa.ai and Python/Streamlit — real-time market pricing, pay-equity analysis, and attrition-risk and headcount-outlier monitoring — and led a global comp team of eight.
At Orthofix, I ran total rewards through a nine-country public-company merger — harmonizing comp philosophy, leveling, and job architecture, and migrating the 2,100-employee, public life-sciences company from UKG onto Workday. I managed a $31M global benefits portfolio and a $191M 401(k), led broker RFPs that reduced spend by $1.4M, and built a shared-services People Ops model with SLAs and KPIs across a team of eleven.
At The Arc of San Diego — a $40M, highly regulated nonprofit running federally- and state-funded programs (Medi-Cal, California DDS, AbilityOne) and Department of Defense subcontracts — I rebuilt the HRIS on UKG/UltiPro, the $23M payroll, and the benefits infrastructure for 1,200 employees, digitizing 142,000 paper files and modernizing the operation through automation, audit controls, and self-service.
I built this site myself, with Claude.
This site is hand-coded static HTML and CSS — zero dependencies, no frameworks, a custom design system built on Geist typography, deployed on Cloudflare. No Squarespace template, no agency.
This is a working demo of what an HR operator can do with AI — and a preview of what I help HR teams build.
Teaching, board work, and the degrees behind it.
I teach International HR Management as an adjunct professor at San Diego State University, and I chair the HR Committee on the board of The Arc of San Diego. I hold an M.S. in Human Resource Management from USC and a B.S. in Business Administration, Finance, from Cal State San Marcos.
Why an HR operator does the AI work.
I don’t advise on AI from the outside — I build it into the work itself. And I know the HR data and the law well enough to keep the AI on the safe side of both.
The thesis stays the same across all three practices: you still need the subject-matter expertise. Claude amplifies the execution — it doesn’t replace the expert.
I keep AI work scoped to what an HR team actually does — the workflows I’ve actually run — and I stay clear of the legal landmines: pay-equity remediation, board and proxy comp-committee work, equity-plan and ERISA administration, and employee-facing legal-advice bots.
Three practices, one conversation.
Tell me what you’re trying to build, rebuild, or adopt — in Total Rewards, in HR Systems, or in AI for HR. I’ll tell you which of the three practices it’s a job for.