Joy M

Founder & Principal Consultant

AquaBridge People Solutions • ZZP

Aug 2025 - Present • 9 mos

• Lead a boutique people strategy consultancy partnering with small business leaders to deliver fractional HR leadership and scalable people strategies. • Partner with small business executives to design and execute talent strategies, workforce planning, and organizational structures aligned to business growth and operational priorities. Design right-sized HR operating models aligned to company stage, balancing immediate business needs with long-term scalability. • Conduct structured HR, compliance, and workforce assessments, identifying risk and gaps in classification, wage & hour practices, and core people processes. • Develop foundational HR documentation and frameworks, creating clarity, consistency, and governance across hiring, onboarding, and people management. • Serve as a trusted advisor to leaders building people practices for the first time, strengthening leadership capability and organizational readiness.

People Business Partner Principal

Guild

Oct 2023 - Oct 2025 • 2 yrs

• Served as director-level People Business Partner to the COO and executive leadership, translating business and revenue priorities into scalable organizational design, workforce planning, and talent strategies. • Led enterprise organizational redesign impacting 300+ employees, aligning structure, leadership capability, and financial planning to support growth strategy. • Led performance management cycles, talent reviews, and succession planning, enabling 40+ internal promotions and strengthening leadership pipelines. • Leveraged people analytics and workforce insights to inform executive decision-making, increasing engagement +19 points and inclusion +16 points YoY. • Partnered closely with Talent Acquisition to align hiring strategy with long-term workforce plans and critical leadership roles. • Designed and launched the company’s first metrics-based quarterly bonus program linking performance accountability, customer experience, and measurable business outcomes. • Served as senior advisor on complex employee relations and workforce risk matters, ensuring fair and compliant outcomes with minimal escalation. • Advised leadership on Human + AI workforce readiness and future-of-work strategy.

Director, HR Partner

T-Mobile • Fulltime

Jan 2009 - Mar 2023 • 14 yrs 2 mos

• Held national HR Business Partnering responsibility advising C-suite and senior executives across national Go-To-Market (GTM) organization (Sales, Marketing, Customer Experience, Operations) for the company’s largest team of nearly 50,000, and regional HRBP leadership for all other functions (Corporate, Legal, Engineering, Product, and Technology). • Led and developed a multi-layer HR Business Partner organization of 17 regional HRBPs with 32 national and international dotted-line HRBPs, supporting all GTM business units nationally and other functions regionally. • Elevated HRBP capability and operational performance, promoting 11 team members and improving HR metrics ranking from 26th to top three. • Architected regional transformation aligning leadership capability, workforce strategy, and operating model, resulting in the region becoming #1 nationally and personally earning the T-Mobile PEAK Achievement Award (top .5% companywide). • Leveraged workforce analytics and leadership coaching to reduce attrition from 26% to 19% and decrease escalations by 40%, strengthening manager capability and team performance. • Led organizational design and workforce alignment for GTM functions supporting the company’s IPO readiness, ensuring leadership structures, workforce strategy, and performance frameworks were prepared for public-market expectations. • Directed GTM workforce integration efforts during the Sprint and MetroPCS mergers, aligning leadership structures, operating models, and talent strategy to support one of the telecommunications industry’s largest integrations. • Partnered with the CHRO and senior HR leadership to design, evolve, and govern the enterprise HRBP operating model, setting standards for executive partnership, decision rights, and consistent delivery across regions and functions. • Established and governed the Employee Relations COE, directing high-level investigations and providing executive guidance to ensure consistent, fair, and compliance.