Human Resources
SaaS Enterprise Software
Human Resources Software
Head of Design
NEOGOV 2024 - 2026
My role at NEOGOV was Head of Design which oversaw the HR software for Public Safety and the Public Sector.
Summary: Led design strategy for all HR, Workforce Management, and Public Safety HR solutions for the public sector. Suite of products include accessible 508c compliant solutions, responsive & mobile design, and AI solutions across the product solutions suite.
Hands-on AI design strategy with 7 cross-platform rollouts with scalable components for fast & agile implementation in 2025.
AI Project List:
Policy Assistant Bot
Employee Document Management System
Smart Jobs Recommendations
Policy Analysis Research tool
Writing Assistant
Quality Assurance in Public Safety
General AI Agent
Accreditation Gap Analysis Tool
Established a design system and new R&D processes supporting the system adoption to increase code quality and accessibility compliance. Product manager of the design system development efforts.
Built out new UxR processes to generate more qualitative studies and post-launch testing of new product features while increasing generative studies across the team.
Launched new Beta customer research program to measure and respond with design solutions while customers tested new features accounting resulting in 6 successful feature launches that increased satisfaction by 15% with CES scores.
Implemented new design agile processes with new Jira boards and 2-week design sprints to manage work across 15+ products and product teams.
Scaled the growth of the design team with 10 additional team hires.
UX Strategist & Team Leader
Willis Towers Watson 2014 - 2017
My Role
My role for this project was Sr. UX Strategist and Lead designer. I was the UX Leader of the business group and managed the UX team. I created personas, journey maps, conducted research, developed designs, managed UX designers and led implementation during the build.
While at Willis Towers Watson, I worked on our Talent Management Software offering. My team focused on redesigning and creating a whole new experience for managers and HR professionals to manage and plan pay compensation with their teams. The screens shown here depict the team planning process, the budgeting process and wireframes of the beginnings of the new Talent Management platform.
The Process
I began the project with research — customer interviews, implemented google analytics, built out personas and began to map out journeys for each of the target personas. The target personas for this project were an HR Compensation Planner, an HR Business Partner, a Manager, and an Employee. Next, I used the data to drive initial designs for a newer, different experience that provided the information needed to complete compensation planning for managers and required little to no training for the application. My team and I then built out a working prototype and tested the design with actual customers of our current product. We refined the design and built the application with our development teams.
The employee manager total compensation experience
The Budget planning module: This new module enabled organizations to “Cascade” a budget down to teams in different departments.
The Budget planning module: The open spend summary shown.
Details
The Technology
The new design (and front-end) was built on the bones of an older, legacy application where the existing data sets and structure (backend) could be reused by organizations without losing data or the pain of moving to a completely new Talent Management System. The design accounted for these data sets and at times, translated them to more meaningful up-to-date experiences.
Features
The new design features a completely updated experience from the past platform that gave it a modern experience. Visual comparisons were used frequently so managers could compare employees with performance and compensation histories. Managers can look up employees, complete compensation activities and compare all the data for their team to ensure they are within their budget. The new design also alerts them when they go over budget and what is left as they are working with a budget process bar.
The design also features multiple currency features for global workforces and the ability to share data.
EARLY WIREFRAME
The first wireframe created that started the design.
APPLICATION STATE BEFORE UX WORK
The application was 15 years old when the UX team started the redesign and adding of compensation planning into the tool. The application was hard to navigate and most of the time it confused users of what they should do. Most managers would export data out of the system so they could do their work in excel. The user experience was poor for all persona user types in that key tasks were hard to find and accomplish and status updates were non-existent (which is key for the talent management process).
