Melisa Guerbi — Expertise
Not slideware. Each of these is a working system — built, deployed, and measured across agencies, private equity portfolios, and scale-ups.
Every HR program leaves with a number attached.
A six-stage pipeline from program objectives to impact reporting. Costs are modeled before launch, metrics are instrumented during implementation, and benefits — tangible and intangible — are quantified at the end. If a program can't survive this pipeline, it doesn't run.
Leaders see talent the way they see revenue: on a dashboard, weekly.
Six dimensions on one screen — training ROI, labor effectiveness, absenteeism, overtime, engagement, and organizational health. Built for executives who make talent decisions, not for HR reporting archives.
Tile numbers are illustrative dashboard data, not client claims.
Training ROI
3.2×
program payback
Labor effectiveness
+12%
output per FTE
Absenteeism
2.1%
trending down
Overtime
−18%
hours vs. prior year
Engagement
78
eNPS, quarterly pulse
Org health
86%
green
Five acquisitions. 2,000+ employees integrated. 90% retention.
Five phases covering the full deal lifecycle. Culture is assessed before close, not discovered after — and integration is designed as a workforce transition plan with owners, timelines, and retention targets.
Rewards that scale with growth instead of fighting it.
Compensation, benefits, wellbeing, recognition, and development designed as one system — benchmarked for the market, priced for the P&L, and structured so internal equity survives headcount growth.
Adopt AI in HR without inheriting its risk.
AI is already inside your people processes — screening, reviews, surveys, chat. The question is whether it's governed. My framework layers five controls, from policy to human oversight, so people teams get AI's leverage while staying defensible on privacy, bias, and emerging regulation.
The next conversation
Thirty minutes. Bring your hardest people problem — I'll bring a way to measure it.