About
Melisa Guerbi builds people strategy like a business system — ROI-measured, AI-enabled, and human at the core.
I build people strategy the way architects build systems — instrumented, measurable, designed to scale.
Twenty-plus years turning talent decisions into P&L outcomes: $4.7M+ in EBITDA improvement, $100M+ in revenue pipeline realized through better hiring, 90% retention across five acquisitions and 2,000+ integrated employees.
Certified in AI & ML engineering and business intelligence, I'm fluent in the tools most HR leaders outsource — and I use them to give executives a talent picture as sharp as their revenue dashboard. That includes governing AI in people processes, not just adopting it.
The part that doesn't fit on a dashboard: none of this works by squeezing people. My systems raised retention and engagement together. Measured doesn't mean cold.
Two ways to work with me
5–150 people: fractional people leadership, built in stages, designed to be handed off.
Fractional leadershipPeople diligence, 100-day integration, and portfolio talent value creation.
Deal-side supportWorkforce planning and talent frameworks built to the business plan — not beside it.
Due diligence, cultural assessment, and integration that protects deal value through people.
Policy, privacy, bias auditing, and oversight for AI in people processes — leverage without liability.
Metrics frameworks and dashboards that translate HR into P&L language.
Market-competitive, internally equitable reward structures that scale with growth.
Selecting and implementing HR systems that leaders actually adopt — and that pay back.
Leadership pipelines and learning programs measured by performance, not attendance.
Risk frameworks that protect the company and its people without slowing operations.
Payroll, benefits, and service delivery engineered for accuracy at scale.
Systems built and outcomes measured across global agencies, acquisitions, scale-ups, and growth-stage companies.
2,300 people · 5 countries
Disconnected workforce data made retention risk and labor efficiency impossible to compare across markets.
Unified people analytics and an operating rhythm that linked workforce indicators to financial outcomes.
35%
voluntary turnover reduction
$4.7M EBITDA impact
5 acquisitions · 2,000+ employees
Rapid acquisitions created material talent risk across distinct operating cultures.
A five-phase integration playbook covering diligence, culture, design, transition, and post-close monitoring.
90%
talent retention
Zero cultural disruption flagged
Revenue-critical hiring
Hiring velocity and candidate quality were constraining commercial growth.
Rebuilt the recruiting system around role calibration, funnel analytics, and quality-of-hire signals.
25%
faster time-to-hire
30% quality lift · $100M+ revenue realized
50%+ headcount growth
Aggressive expansion required infrastructure that could scale without linear cost growth.
Designed talent systems, governance, and service delivery around growth scenarios and cost thresholds.
<1.5×
cost scaling
While supporting 50%+ growth
The next conversation
Thirty minutes. Bring your hardest people problem — I'll bring a way to measure it.