Selected Work
Explore selected examples of my work across executive communications, employee engagement, strategic and change communications, employer brand, and corporate storytelling. Each project demonstrates how I combine strategy, storytelling, and execution to connect people with business priorities and drive meaningful outcomes.
Executive Communications & CEO Messaging
The Challenge
An executive leader was invited to address an industry audience at a Welding Summit, creating an opportunity to strengthen the organization’s visibility while delivering a message that would resonate with professionals in the skilled trades and industrial sector.
The speech needed to do more than provide information. It needed to reflect the executive’s authentic voice, demonstrate industry credibility and connect the organization’s experience and values with issues relevant to the audience.
My Role
I partnered with leadership to shape the narrative and develop the speech from concept through final delivery.
My responsibilities included:
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Identifying the central message and supporting themes
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Translating leadership perspectives into a compelling narrative
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Researching and organizing relevant industry information
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Writing and refining the speech in the executive’s voice
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Balancing technical and business information with accessible storytelling
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Structuring the remarks for an engaging live presentation
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Ensuring messaging aligned with the organization’s broader positioning and values
What I Delivered
A complete executive keynote-style speech prepared for presentation at the Welding Summit.
Outcome
The project strengthened the organization’s presence at an important industry event while positioning its leadership as a knowledgeable voice within the industrial and skilled-trades community.
More importantly, the project demonstrates my approach to executive communications: understanding the audience, identifying the strategic message and turning a leader’s ideas into communications that sound authentic and serve a broader business purpose.
Internal Communications | Employee Engagement
The Challenge
Employees represented a range of roles, companies, and work environments. While some employees had regular access to traditional corporate communication channels, many frontline employees spent their days working in industrial environments.
At the same time, leaders needed an effective way to communicate business priorities, organizational changes, safety information, company milestones, and employee accomplishments.
My Role
As a department of one, I owned employee communications from strategy through execution.
I partnered directly with executive leadership and teams across Human Resources, Operations, Safety, and other business functions to identify communication needs, develop messaging, and determine the appropriate channels and timing.
My responsibilities included communication strategy, editorial planning, executive messaging, content development, stakeholder management, writing, editing, channel management, and measurement.
What I Delivered
I managed and developed content across multiple employee communication touchpoints, including:
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Employee Newsletters - Recurring company news, leadership updates, employee stories, safety information, and organizational milestones.
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Executive & Leadership Communications - Leadership messages, talking points, announcements, and communications supporting important business moments.
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Employee Storytelling - Employee spotlights, team features, career stories, and recognition are designed to strengthen connections across the organization.
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Organizational Announcements - Communications supporting leadership transitions, promotions, new initiatives, company developments, and other organizational changes.
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Digital & Intranet Communications - Content designed to provide employees with accessible information and strengthen the organization's internal communication channels.
Outcome
The approach created a more structured and consistent employee communications environment across a growing, distributed organization.
Employees received greater visibility into company developments, leadership priorities, safety initiatives and the people behind the organization, while leaders gained a centralized communications partner who could help translate business needs into thoughtful employee communications.
Most importantly, the work helped shift communications from a collection of individual deliverables toward a more strategic function connecting leadership, employees and business priorities.
Strategic & Change Communications
The Challenge
Growth and organizational change often create complex communication needs. Leadership appointments and transitions must be communicated thoughtfully. New business initiatives require employees to understand both the change and its purpose. Organizational announcements may involve multiple stakeholders with different priorities, audiences, and information needs.
My Role
I work directly with executives and business leaders to determine how significant organizational developments should be communicated. Rather than beginning with a deliverable, I start by understanding the business decision and its implications.
What is changing? Why is it happening? Who needs to know? What questions will they have? What information can be shared? Who should deliver the message? And what needs to happen next?
From there, I develop the communication approach and lead execution.
What I Delivered
I delivered comprehensive change communication strategies designed to guide employees and stakeholders through leadership transitions, organizational changes, new initiatives and evolving business priorities. My work included executive and leadership messaging, organizational announcements, key messages and talking points, communication cascades, FAQs and supporting materials, and coordinated internal and external communications.
Outcome
My approach has helped create greater consistency and structure around how significant organizational developments are communicated.By partnering with leadership early in the process, communications becomes part of the change strategy rather than a final step after decisions have been made.
Leaders receive clearer messaging and communication support, stakeholders are better aligned before announcements are made, and employees receive information with greater context around what is changing and why it matters.
The result is communication designed not simply to announce change, but to help people understand and navigate it.
Employer Brand | Recruitment Marketing
The Challenge
Healthcare organizations compete for talent in an environment where qualified candidates often have multiple employment options. Recruiting teams needed marketing support that could extend the reach of open positions while creating a stronger and more consistent employer story.
My Role
I partnered with recruiters, hiring leaders and other stakeholders to identify priority hiring needs and translate them into recruitment marketing strategies.
Rather than treating every opening the same, I considered the target audience, market, role and recruiting challenge to determine the appropriate messaging and channels.
What I Delivered
I developed and executed recruitment marketing campaigns supporting hiring priorities across four healthcare regions, creating candidate-focused communications designed to strengthen employer visibility and generate interest in career opportunities. My work included social media campaigns, employer brand content, employee storytelling, recruitment event promotions, career-focused digital content and supporting materials for recruiting teams. I partnered closely with talent acquisition stakeholders to understand workforce needs, tailor messaging for specific audiences and markets, and ensure recruitment marketing efforts remained connected to hiring objectives.
Outcome
The work strengthened the connection between marketing and talent acquisition across the regions I supported.
Recruiting teams gained strategic marketing support tailored to their workforce priorities, while candidates encountered more consistent and engaging communications about career opportunities and the employee experience.
Most importantly, the approach positioned recruitment marketing as more than job promotion. It became a strategic tool for helping the organization tell its employer story, reach priority talent audiences and support broader workforce goals.