Maggie Abrams

• Lead workforce strategy, org design, and compensation programs, aligning talent decisions with mission and organization priorities, funding constraints, and operational needs.
• Partner with senior leadership and Finance on headcount forecasting, capacity modeling, and scenario planning to guide structure, staffing, and investment decisions.
• Designed and implemented enterprise-wide job architecture and compensation structures across five centers, balancing market competitiveness, internal equity, and compliance requirements.
• Build dashboards and KPI frameworks to track workforce trends and support executive decision-making.
• Create and deliver presentations and planning to governance councils and board of directors
• Lead performance management, succession planning, and change initiatives across HR, Finance, IT, Legal, and Operations.
• Manage a team responsible for strategy, analytics, and workforce programs; drive delivery through clear governance, documentation, and scalable operating rhythms.

• Supported HR strategy and operations during rapid national growth, partnering with executive leadership on compensation, workforce planning, and organizational structure.
• Designed and managed compensation and incentive programs for branch, regional, and corporate roles to support growth, performance, and pay equity.
• Partnered with Finance and Operations on workforce modeling, expansion planning, and cost/ROI analysis tied to business growth.
• Led key workstreams for Dayforce implementation, including requirements, data validation, process design, testing, rollout, and post-launch support.
• Improved HR operations through automation, self-service tools, and process documentation that increased data accuracy and reduced manual work.
• Supported compliance across multi-state operations, including FLSA, ADA, FMLA, and integration work related to M&A activity.

Managed day-to-day operations, staffing, and P&L for a high-volume medical practice with ~20 team members. Grew location to over $1.5M in annual revenue within two years through performance management, operational KPIs, and process improvement.

Led flagship retail location and served as regional training manager across multiple stores. Managed teams of up to 40; built tracking tools adopted region-wide to improve sales visibility, productivity, and budget adherence.