Employee Experience • People Integration • Organizational Systems
I'm Mack — a People Operations and organizational systems leader with over 10 years of experience helping organizations scale without losing the human element. I build the systems, processes, and communication that make growth feel intentional rather than chaotic.
I've spent more than a decade designing, leading, and improving the systems that shape employee experience. Not from a distance, but from inside the work itself.
My focus is people operations, integration, and organizational effectiveness. I pay attention to where work flows smoothly and where it breaks down, because friction is often a signal that a process, expectation, or system needs attention.
I've led people integration through talent and equity acquisitions, built HR infrastructure from the ground up, and spent a decade in leadership roles across high-growth organizations. Different industries, different challenges, same objective: understand the people involved, simplify complexity, and build systems that scale without losing their human foundation.
I hold certifications as a Professional Scrum Master (PSM I), ATD Virtual Training & Facilitation Specialist, and WRITER AI Pro. I studied Organizational Communication at UW–La Crosse, where my interest in the connection between people, systems, and organizational behavior first took shape.
I'm less interested in quick fixes than sustainable outcomes. Culture is not an abstract concept. It's reflected in onboarding experiences, manager behaviors, performance conversations, decision-making processes, and how organizations navigate change. The strongest organizations treat culture as an operational discipline, not a side initiative.
I believe empathy and accountability are complementary forces, and the most effective systems are the ones that support both.
I've operated as both a strategic advisor to executive teams and a hands-on implementer — often at the same time.
Leading People Operations integration through organic growth and acquisition — building onboarding, communication, and workflow systems to support a growing multi-state workforce.
Built the People Operations function from scratch for a $2.1B+ AUM firm — taking the organization from informal people practices to a fully structured, scalable HR infrastructure.
Standardized People Operations processes, communication workflows, and accountability structures for a high-volume team navigating rapid growth.
Strategic partner to executive leadership — translating vision into operational plans and building the infrastructure that kept a growing nonprofit running consistently.
Built operational consistency across multiple statewide programs, establishing standardized processes and compliance practices for a growing mission-driven organization.
After three years working alongside Mack, I know her to be a highly capable and trusted leader who provides structure and momentum. Her leadership is grounded, pragmatic, and values-driven – with a consistent track record of making lasting contributions.
Mackenzie brings a deep sense of purpose to her work, with a clear commitment to building connection and belonging. She leads with intention and advances meaningful outcomes that extend beyond the organization and into the community.
Employee Onboarding & Experience — Amplify Wealth Partners
Amplify was in a period of rapid growth – expanding the team by approximately 66% over two years. The real challenge wasn't scaling the hiring process. It was doing so without losing the sense of connection that defined the employee experience. At the same time, leadership had valid concerns about whether flexibility and autonomy could remain sustainable as the team grew.
I led the design and build of the talent acquisition and onboarding framework, working closely with leadership to balance business scalability with a people-first experience. My role was to translate both data and cultural priorities into systems that could grow with the organization – without requiring constant reinvention.
I started by pulling together onboarding feedback, engagement surveys, retention data, candidate insights, and external research. What consistently stood out was that high-performing organizations weren't winning on compensation alone – they were building trust early, creating transparency, and supporting employees meaningfully from day one.
With that in mind, I built systems that reinforced those values in practice. A key principle throughout: people should have real autonomy and also understand expectations clearly, feeling supported in meeting them.
Just as importantly, employee feedback consistently reflected trust as a defining part of the experience – from the hiring process through onboarding and across the full employee lifecycle. The systems created space for people to do their best work, and that showed up in the numbers.
Each of these domains is something I've lived in, not just designed from the outside. I bring authority and genuine curiosity to all of them.
Full employee lifecycle management, HRIS administration, compliance, benefits strategy, SOP development, and performance management. I've been the system administrator, the compliance owner, and the strategic advisor — often at the same time.
Integration playbook development, acquired team enablement, pre-close diligence, workforce readiness, ramp-time reduction, and post-integration retention. I've led the largest talent integration in firm history and built the playbook others now follow.
Org design, EOS implementation, operating rhythms, change management, cross-functional leadership, and executive partnership. I help organizations build the structure that makes good work repeatable and sustainable.
Onboarding program design, engagement and retention strategy, enablement frameworks for distributed teams, survey design, and workforce data analysis. Culture is operational — and I design it that way.
KPI development, HRIS data integrity, leadership dashboards, and using data to identify gaps and inform people strategy. Numbers should tell a story — and that story should be accessible to the leaders making decisions.
AI applied to HR workflows to reduce friction, accelerate insight generation, and enable personalized experiences at scale — always in service of the human, never as a replacement for them. Technology should make the work better, not just faster.
The same principles that guide my approach to people operations: connection, service, and sustainable impact also shape how I choose to volunteer and advocate.
I'm always glad to connect with organizations working through growth, integration, or a people challenge worth solving carefully.
Send a Message