Client results
What clients say, and what changed.
Testimonials from the CEO or CFO who hired us, and the engagement behind each one.
The first result, a lithium film carve-out
Lithium film developer
The situation
An ultra-thin lithium film developer carved out of a $28 billion global semiconductor and automation software firm.
What we did
Led the HR workstream with no transition services agreement, then served as interim CHRO and built the people function.
What changed
Payroll, benefits, policies and compliance were ready at a three-month close.
Lisa is a seasoned, strategic, and tireless HR leader who served as an invaluable partner to me as CEO and to our broader leadership team. Her ability to build and scale all facets of HR from the ground up was critical to getting us executing effectively from Day One.
Read the full endorsement
I've had the privilege of working closely with Lisa, and I can say without hesitation that she is one of the most capable and strategic HR leaders I've worked with. As a thought partner, Lisa brings a rare balance of candid feedback, deep empathy, and sound judgment. Her insights are consistently well-informed and highly constructive, always grounded in what's best for both the people and the business.
Most important for us was having the team executing efficiently from Day One. With decades of experience and expertise across every dimension of HR, Lisa was able to architect our entire people function, establishing foundational policies, designing scalable compensation structures, implementing robust HR information systems, and setting up effective recruiting processes. Thanks to her leadership, we had the structure, policies, and talent we needed in place and operating smoothly from the outset. We would not have gotten there without her.
The second result, Fluence Automation
The situation
A manufacturing company of under 200 employees in the early stages of a sale, whose HR leader was not up to the interim demands.
What we did
Led HR on an interim basis, ran the RFP to outsource the HR function to a PEO, then managed the selection and the implementation.
What changed
The leadership team did not have to think about HR operations during the sale.
Not only was Lisa able to provide exceptional interim HR leadership at Fluence Automation, she seamlessly led an RFP process to outsource our HR function to a PEO. Lisa then subsequently managed the selection and implementation processes to ensure a smooth transition.
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I retained Lisa during the Pandemic. Our legacy HR leader was not up for the challenge of supporting an on site manufacturing company and the new, but temporary needs that HR was fulfilling. We were in the early stages of a sales process. At that point we believed we would remain independent. However, as a small company (< 200 EEs) we had the need for several fractional parts of a typical Human Resources team (Leader, Generalist, OD, Comp, Benefits, etc). Not only was Lisa able to provide exceptional interim HR leadership at Fluence Automation, she seamlessly led an RFP process to outsource our HR function to a PEO. Lisa then subsequently managed the selection and implementation processes to ensure a smooth transition. Thanks to her efforts, our leadership team did not have to worry about HR operations during the sale.
The third result, Kalderos
The situation
A Chicago healthcare software company backed by Mercato Partners and Bain.
What we did
Took the first chief people officer seat and built the policies, compensation practices and onboarding.
What changed
Headcount grew 57 percent in a year.
Lisa has an unmatched background and reputation for building and scaling high-performing teams.
The fourth result, a legal software carve-out
Legal ERP and payments software
The situation
A provider of ERP software and integrated payments for the legal industry, carved out of a $7.4 billion global content and workflow automation firm.
What we did
Ran the people side of the separation: a global reduction in force, visa transfers and the new processes.
What changed
Employees and visas moved to the new entity, and it opened with its own onboarding and offboarding.
What the work covered
- Managed a global reduction in force: the consultation process, separation packages for each country, communication and logistics.
- Managed immigration and the transfer of visas to the new entity.
- Built the onboarding and offboarding processes.
The fifth result, a hotel commerce carve-out
Commerce platform for hoteliers
The situation
An AI-enabled commerce platform for hoteliers, carved out of a $2.7 billion global organization.
What we did
Led the HR and payroll workstreams for the carve-out.
What changed
Employees in 9 countries moved to employers of record, and in 10 countries to new legal entities, in waves.
What the work covered
- Moved employees country by country, in waves, to employers of record and to new legal entities.
- Transferred employee visas to the new legal entities.
- Wrote policies for each country, and global compliance policies.
- Ran the project management for both workstreams: risks, alignment across both companies, status reports and escalation to the buyer.
Next step
Tell us about yours
Twenty minutes on the situation, the timeline and whether we are the right fit for it.
Or write to lisa@hrcatalyst.pro