How I Help
Practical HR Leadership for Growing Life Sciences Companies
Every stage of growth brings different people and organizational challenges.
I partner with founders and executive teams to anticipate what comes next, make informed organizational decisions, and build the teams, practices, and infrastructure needed to support growth. My work combines strategic HR leadership with hands-on execution, tailored to the company's stage and priorities.
Build the Foundation
Put the right HR infrastructure in place from the start.
Early-stage companies need enough structure to scale, without unnecessary complexity. I put the foundational practices, processes, and systems in place to support growth.
Build the Team
Build the talent and capabilities the business needs to grow.
As companies advance toward commercialization, talent needs evolve quickly. I help leaders anticipate the capabilities the business will need, shape the organization, and build the recruiting strength to hire the right people.
Strengthen the Organization
Build stronger practices as the company becomes more complex.
The practices that work at 20 people rarely hold at 100. I strengthen leadership, people practices, and organizational discipline as companies scale, adding clarity and accountability without losing agility.
Navigate Growth & Change
Experienced HR leadership when the organization is evolving.
Life sciences companies move through periods of change: financing and clinical milestones, rapid growth, commercialization, leadership transitions, restructuring. I partner with executive teams through these inflection points, keeping people and organizational decisions aligned with where the business is headed.
The Translation
What the operational reality costs
Expertise creates credibility. But it is the economic translation that answers the question investors and boards are actually asking.
Expertise creates credibility. But it is the economic translation that answers the question investors and boards are actually asking.
The Business Case for Getting It Right
People strategy is capital strategy.
In a lean, science-driven company, every hire, every policy, and every system either protects your runway or quietly erodes it. Building the people function well isn't overhead, it's how you safeguard the investment and keep the organization moving toward its next milestone. Here is where experienced HR leadership creates measurable value.
Hire right the first time.
A strong, structured hiring process protects against the 50% to 200% of annual salary it can cost to replace a mis-hire.1, 2 I build the role design and hiring rigor that raise quality of hire and keep your team focused on the science.
Keep the talent you've invested in.
Roughly half of voluntary turnover is preventable, and each departure can cost one-half to two times salary.2 I put the total rewards, onboarding, and manager capability in place that keep your best people engaged and in their seats.
Stay diligence-ready.
Investors and acquirers look closely at people operations. Worker misclassification alone can carry penalties up to $25,000 per violation in Massachusetts.3 I-9 paperwork errors run $281 to $2,789 per form.4 Audit-ready, multi-state compliant systems protect you from exposure and position you to move quickly when a raise or transaction is on the table.
Build on a stable foundation.
Sound documentation, policy, and employee-relations practices prevent the disputes that typically cost $75,000 to $250,000 to defend.5 That protects both capital and reputation as you grow.
1 Society for Human Resource Management (SHRM), Human Capital Benchmarking Report. Replacement costs estimated at 50%–200% of annual salary depending on role level.2 Gallup, “This Fixable Problem Costs U.S. Businesses $1 Trillion.” Employee replacement costs estimated at one-half to two times annual salary; 42%–52% of voluntary turnover found to be preventable.3 Massachusetts General Laws ch. 149, §27C. Willful worker misclassification penalties up to $25,000 per violation.4 U.S. Department of Homeland Security, Civil Monetary Penalties Adjustment (effective June 2024). I-9 paperwork violations: $281–$2,789 per form.5 Employment litigation defense cost estimates compiled by employment defense counsel; costs escalate by stage. Pre-trial resolution through summary judgment typically $75,000–$125,000; cases proceeding through trial $175,000–$250,000 or more.
Ways to Work Together
Engagement models tailored to the need.
Fractional HR Leadership
Ongoing senior HR leadership for companies that need experienced ownership of the function without adding a full-time executive. I lead the HR function, partner with the executive team, establish priorities, build and strengthen organizational infrastructure, and ensure people strategy remains aligned with the business as it grows.
Interim HR Leadership
Executive HR leadership during a transition, leadership gap, or critical period in the company’s evolution. I provide continuity and direction, address immediate organizational priorities, and position the HR function and organization for the next stage.
Strategic Advisory
Senior-level counsel to founders, CEOs, executive teams, and Boards on people, leadership, organizational, and growth decisions. Engagements may be ongoing or centered around a particular business stage, organizational priority, or critical decision.
Project-Based Engagements
Focused leadership and execution for significant HR or organizational initiatives with a defined scope and objective.
For companies with a specific, well-defined need, Trimaren also offers focused HR Solutions designed to deliver essential HR infrastructure and tools.
Start With What the Business Needs
Every engagement begins with understanding.
Every engagement begins with understanding where the company is today, what the business is working toward, and what the organization will need to get there. From there, we determine the right priorities, scope, and level of HR leadership to support what comes next.
Let's Talk