I work with CEOs on the people side of growth, M&A, and organizational change: the part that decides whether the strategy actually happens.
A trusted advisor to leaders working through the most defining moments of their organizations: growth, restructuring, integration, transformation.
Most reorganizations fail for the same reason. Leadership changes the boxes on the org chart and expects the culture to follow. It rarely does.
I've spent twenty five years inside organizations solving that problem for real, at Nokia, SAP, Marsh McLennan, Capgemini, and Deloitte, through hyper growth, M&A integrations, restructurings, and global transformations. Not consulting from the outside with a framework and a deck, but sitting in the room as the person accountable for what happens to people when the business changes.
Today I work independently, advising founders and executive teams through growth, mergers, and organizational change, and treating AI adoption as a people readiness question rather than a technology one.
Every engagement is shaped around your context. Most begin in one of these areas.
Companies grow faster than their organizational design can keep up. I help leadership teams build the structure, leadership pipeline, and operating cadence to scale without losing the culture that got them there.
Cultures don't break loudly. They erode quietly under pressure. I work with CEOs and executive teams on the leadership behaviors, rituals, and conversations that compound into a culture people stay for.
AI is rewriting what work is, and most HR functions are unprepared for it. I help leadership teams design people strategies that turn AI adoption into an operational advantage instead of fear, layoffs, and noise. I work the people side, not the technology itself.
Rita was decisive in supporting all the HR related roles when building a new organization that today is home to more than 200 people, serving more than 30 countries across 4 continents.
Writing on culture, leadership, and the people side of building things, published on Substack.
Honest writing on leadership, culture, and the future of work, straight from the consulting room. No filler.
Most engagements start with a 30 minute conversation. No slides, no diagnostics, just an honest exchange about what you're working through and whether I can help.
