Selected work

HR leaders needed timely, trustworthy people data — headcount, turnover, lifecycle movements — but reporting was manual, slow to compile, and prone to inconsistency between sources. Decisions were being made on numbers no one fully trusted.

As a Workday Certified Reporting Specialist, I owned the full reporting layer: a suite of custom Report Writer reports plus three dashboards — Management, Business Unit, and HR Insight — covering core metrics like headcount and turnover. I automated the recurring monthly reporting cycle so the numbers refreshed reliably instead of being rebuilt by hand each month.

Recognition happened everywhere but stayed invisible — lost in inboxes and hallway conversations. And choosing Employee of the Quarter meant HR manually chasing the leadership team over email, with no shared record of who was nominated, why, or who supported them.

An end-to-end recognition platform on the Power Platform: people nominate a colleague by writing their story, every manager votes on the stories across functions, and each function head sees their own people's stories — the vote counts and exactly who voted — then selects the final winners within a quota. Governance and an audit trail throughout.

Managing outsourced staff — leave, absence, and resignation — was a fully manual process spread across emails and files. Tracking was fragile, approvals were slow, and records were hard to reconstruct when they mattered most.

I re-engineered the whole thing into one centralized Power Platform solution: SharePoint Lists as the system of record, a Power Apps front end for submitting and managing leave, absence, and resignation cases, and Power Automate flows driving approvals and notifications. One place to track every request, route it for sign-off, and keep a clean record.