Throughout my career, I have helped organizations change how they work without losing the people who make them run. I have led HR through growth, restructuring, and expansion in highly regulated industries like healthcare and education, where teams are skilled and licensed. My focus has always been transformation work: clear standards, steady leadership, and people who feel supported through every change. Today I partner with founders and growing teams to build an HR function that keeps working long after I step away.
I partner with founders, CEOs, and HR leaders who need a seasoned operator. Every engagement starts with an honest assessment and ends with infrastructure your own team can run, measure, and scale.
I step in as your embedded HR leader for policy, onboarding, employee relations, and compliance. Founders get a standardized function that scales smoothly with headcount.
I redesign processes, write the playbooks and SOPs, and align every site to one consistent standard. I lead the transformation through growth, RIFs, mergers, and leadership change.
I audit employee files, hiring trails, and compliance exposure, and run I-9 reviews. Every audit ends with a clear findings report and a standard your team can maintain.
I run executive and retained search, sourcing projects, and market mapping. I also work full desk on niche, hard-to-find licensed professionals that most firms cannot reach.
Most fractional engagements follow this arc. Each phase is tailored to your size, sector, and urgency.
I work with founders, CEOs, and HR leaders who are ready to transform and standardize how HR runs. The first conversation is about your situation, not a sales pitch.
Start a Consulting ConversationAcross every role, the pattern repeats itself. I join teams in the middle of a transition and hand back a process that becomes the new way of working.
As assistant to the Recruitment Director, I created the sourcing-to-offer playbooks every site came to rely on. Hiring moved faster inside a 1199SEIU union environment, even during collective bargaining, and time-to-fill dropped by 15%.
I designed a sourcing and outbound outreach model that kept every sales and service seat filled and producing revenue inside a matrixed Fortune 500 environment.
I standardized a 300+ role clinical recruiting function, wrote the outbound playbook and SOPs, and carried the team through COVID surge staffing for the hardest hit hospitals.
I built a "platinum service" model around how each clinician wanted to be treated, which kept clinicians loyal and billing. I also cut time-to-fill by 30% through workflow redesign.
I led the workforce transition, built a redeployment plan that kept talent inside the business, and ran succession planning across multiple states. A partnership with a local radiology school also opened a new pipeline for hard-to-find technologists.
Leadership invested in a proactive review of hiring and onboarding. I audited sourcing channels, hiring trails, onboarding documents, and employee files, then partnered with the VP of HR on recommendations the team put into practice.
Transformation is not a project I take on once in a while. It is the thread that runs through my entire career.
Every consulting client called me in for a different reason. Here is a closer look at the work behind the names.
I led clinical recruitment for four Southeast hospitals, keeping patient care teams staffed with the right licensed professionals.
I served as HR generalist during a period of transition, ran day-to-day HR, and managed the executive search for their CHRO.
I stepped in as interim HRBP, handling employee relations and running a leadership search for the retail organization.
I helped the organization move offices and covered the HR function during a leave, so employees never felt a gap in support.
I recruited fellows, home-based therapists, and clinical evaluators to grow their clinical teams.
I processed payroll, supported the HRIS, and ran HR audits so the nonprofit's team could stay focused on its mission.
I led the people side of a school relocation from start to finish. I recruited teachers and support staff, ran new hire orientation, guided employees through benefits enrollment, answered every question about the move, and kept payroll accurate throughout the transition.
I provided maternity leave coverage for clinical recruitment, keeping clinical hiring on pace across their hospitals.
I remediated ten years of I-9 documentation during a paperless transition without disrupting the business.
I don't specialize in one part of HR. I specialize in transformation, whatever that looks like for your organization right now. Sometimes that means founding an HR department where none existed. Other times it means steadying a team through change or raising the bar on how the work gets done. I meet each organization where it is.
My career spans Fortune 500 companies, enterprise multi-site healthcare, and my own consulting practice, where I have served as the embedded HR department for organizations across healthcare, nonprofit, education, retail, and corporate.
I bring an owner mindset to every engagement because I love building and rebuilding. The processes, SOPs, and playbooks I design outlast my tenure because I build them that way. I also build my own workflow tools, always with human review and auditable logic, so the operating foundation scales further.
"I standardize what should be standard, then build what keeps it that way."
Whether I am founding an HR function from zero or elevating one that already exists, I establish trust fast, standardize the work, and leave infrastructure that outlasts the engagement.
Highly regulated industries, union environments, and fast-growing teams. I have worked across the full spectrum of HR.
Running my own practice built an ownership orientation that never leaves. It shapes how I approach every client and every role.
I build workflows with n8n, OpenAI, Claude, HubSpot, Supabase, and Twilio. Each one includes human review, auditable logic, and no auto-send, so it holds up inside regulated environments.
From compliance and audits to talent and transformation, I bring proven, practical expertise to every corner of the HR function.
HR and workforce operations leader with 17+ years across Fortune 500 companies, enterprise multi-site healthcare, and my own consulting practice. Known for one consistent outcome: organizations operate with more clarity, consistency, and accountability after I'm involved.
I take on select fractional engagements, HR transformation projects, HR audits, and executive search mandates for founders and leaders who need a seasoned operator. I am based in New York and work with teams nationwide.
I am also open to select remote, full-time leadership roles in talent acquisition, HR transformation, and as a People Partner.
Whether you need a 30/60/90-day roadmap, an HR audit, or a search partner for a hard-to-fill role, email is the fastest path to a real conversation.
tyra.robinson05@gmail.com Start a consulting conversation →