Approach Impact Work Expect

Executive Portfolio

Britani Baldwin

VP, People Strategy & Organization Development

Building the infrastructure that lets leaders make better people decisions earlier, with less risk and more clarity.

HR Director since 2024 750+ employee organization Multi-account agency, holding-company network

The Advisor Identity

A senior advisor and risk governor in the moments that carry consequence.

I shape decision quality, leader behavior, and execution discipline before issues escalate. Translating urgency into defensible action, coaching clarity and tone in high-stakes conversations, and guiding leaders through irreversible decisions with rigor, empathy, and enterprise perspective.

Trusted to hold complexity and integrate competing inputs.
Trusted to move with speed when appropriate and restraint when necessary.
The first call when situations are ambiguous, high stakes, or both.

How I Operate When Stakes Are Real

Three operating patterns

01

Risk Governor, Not Case Manager

I slow the system down just enough to prevent irreversible mistakes, and decide when not to escalate as deliberately as when to.

02

Manager Behavior Shaper

I install judgment upstream, how leaders document, communicate, and regulate under pressure before they ever reach the employee.

03

Execution Owner Under Pressure

I hold the full picture when timelines collapse, controlling information flow and stabilizing decisions that cannot be undone.

Portfolio Impact

Two years, measured in outcomes

$62M+

base salary under stewardship

$13.6M

workforce restructuring scope

108 → 0

performance cases to PIPs, 2026 YTD

−48%

high flight risk, year over year

+15 pts

Trust in the Organization, six months

380+

people managers enabled

Pillar One

Risk Governance & Business Protection

Acting as the control point for irreversible, asymmetric risk people decisions, keeping them defensible, consistent, and audit ready.

Performance Governance·Workforce Restructuring·Compensation Risk

Risk Governance · 01

Performance Management Governance

108 concerns governed over three years, and zero PIPs year to date in 2026, the highest volume year on record.

  • Built and enforced a documentation and sequencing model, Setting Expectations, Focus Month, then PIP only after a defensible written trail, with authority to pause leaders who moved too fast.
  • Ran a centralized performance tracker and targeted audits as the single source of truth on who is underperforming, their stage, and what documentation exists.
  • Designed and facilitated a monthly Manager Forum reaching 380+ managers, translating governance standards into applied leadership behavior.

31% → 0%

PIP escalation rate, 2024 to 2026 YTD, while concern volume hit a record high

108 cases · 22 PIPs · 380+ managers

Risk Governance · 02

Workforce Restructuring & RIF

The HR control point across nine restructuring events, every separation defensible, documented, and audit ready.

  • Named approver on multiple involuntary RIF actions, enforced objective selection criteria and documentation standards for defensibility across functions and levels.
  • Owned legal coordination, WARN, OWBPA, separation agreements, revocation periods, including a 2024 WARN escalation managed to resolution.
  • Coordinated mass processing with People Data and Payroll, authored manager scripts and communication sequencing across pharma, automotive, media, and CPG accounts.

$13.6M

total financial scope governed across all events

9 events · 77 employees · $2.2M separation costs

Risk Governance · 03

Compensation & Promotion Risk

Gatekeeper across a $62M+ base salary population, catching equity, timing, and readiness risk before it became a reversal.

  • Reviewed every PIO submission for readiness, equity, and timing before it reached Compensation and Finance, redirecting risk that outweighed readiness.
  • Administered three salary cycles covering 472 employees and a bonus cycle, using full population visibility to flag compression, stagnation, and outliers.
  • Held promotion integrity in a decentralized 10+ account model through advisory engagement, not compliance enforcement.

$62M+

base salary under stewardship across review cycles

16 PIO cycles · 155 promotions · $7.2M actions

Pillar Two

Enterprise Systems & Decision Infrastructure

Turning fragmented, ad hoc information environments into governed systems that surface risk early and elevate HR's strategic role.

Workforce Analytics & Talent Dashboard·Offboarding & Lifecycle Risk

Enterprise Systems · 01

Workforce Analytics & the Talent Dashboard

Moved Talent from reactive reporting to proactive advisory for a 750+ employee organization.

  • Defined the dashboard as decision support, not reporting, every metric had to change a behavior or prevent a risk to earn a place on the page.
  • Owned the HRBP Deep Dive, Performance Indicators, and Recruiting views, set aggregation guardrails and limited executive access in favor of HRBP led storytelling.
  • Replaced disconnected trackers with a centralized monthly employee snapshot, built entirely on existing Power BI licensing, with no external spend.

$0

external spend, replacing fragmented trackers and hours of weekly manual pulls

750+ employees · Power BI

Enterprise Systems · 02

Offboarding & Lifecycle Risk

Redesigned exits from a manual conversation into a survey first system that feeds succession and retention.

  • Shifted to a survey first, automated model using Microsoft Power Automate, with state specific compliance steps and a clear Talent and HRBP ownership model.
  • Connected exit data directly to talent assessment, succession planning, retention risk, and the Power BI workforce dashboard.
  • Reframed offboarding for Executive Committee visibility as a continuous improvement and risk management capability, not a transactional task.

Exits → Insight

every departure now informs the succession and retention picture

Full agency population · Power Automate · EC aligned

Pillar Three

Talent Strategy & Leadership Pipeline

Owning pipeline health and turning evaluative exercises into decision ready infrastructure for succession, retention, and growth.

Talent Assessment & Succession·Engagement Intelligence·Launchpad Incubator

Talent Strategy · 01

Talent Assessment & Succession Readiness

Cut high flight risk 48% year over year, while the organization executed seven RIFs.

  • Governed annual assessments for 760+ employees, reinforced consistent definitions for performance, potential, flight risk, and readiness.
  • Led calibration to challenge bias and connect outputs to promotion, succession, and L&D, shifting focus from ratings to implications.
  • Synthesized 622 growth recommendations across 22 departments into nine prioritized L&D investment categories.

−48%

high flight risk, year over year (66 → 34)

760+ assessed · 500+ critical roles · 91 ready now

Talent Strategy · 02

Engagement as Workforce Intelligence

Broke a four cycle trust plateau, Trust in the Organization rose 15 points in six months to a three year high.

  • Analyzed two full cycles covering 400+ employees, segmented risk by tenure, location, department, and business unit against five years of trend data.
  • Built population specific interventions, first year roadmap, workload triage, manager micro skills sprint, instead of one size programming.
  • Closed the loop with FAQs on growth, mobility, and pay transparency built directly from what the survey flagged.

+15 pts

Trust in the Organization, 60% → 75% in six months

Retention favorability at a three year high

Talent Strategy · 03

Launchpad & the Innovation Incubator

Rebuilt a mentorship program into a pipeline engine, and peer agencies adopted the model.

  • Redesigned Launchpad as a nomination based, selective program, signaling rigor and framing it as investment in future leadership successors.
  • Evolved the capstone into an Innovation Incubator, real business challenges, pilot ready solutions, cross functional Power Pods, and weighted scorecards.
  • Curated C-Suite and EVP evaluators, pitch sessions produced solutions considered for leadership sponsorship and agency pilot.

~120

employees served across multiple cohorts

Adopted by peer agencies · $0 external spend from 2025

"In a matrixed environment, HR either creates clarity or creates noise. My job was always to create clarity."
Operating Across Boundaries, Cross-Agency Pharma Account

What to Expect

What you get when you hire me

A risk control point

Leaders get defensible, consistent decisions on the hardest people calls, before they become exposure.

Systems that scale

Governed infrastructure that replaces ad hoc trackers and reactive escalation with early, structured visibility.

Data that changes behavior

Workforce intelligence that drives targeted action, not dashboards that report sentiment and sit on a shelf.

An advisor leaders call first

Early, trusted judgment that can redirect, pause, or accelerate action without friction, a hallmark of executive readiness.

"My work builds the infrastructure that lets leaders make better people decisions earlier, with less risk and more clarity."

Britani Baldwin

VP, People Strategy & Organization Development

britani.baldwin@gmail.com LinkedIn
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