I turn complex business problems into projects that deliver measurable results.
I’m Neal Hooper, a project leader with 10+ years of experience leading cross-functional technology implementations, business transformations, process improvements, and organizational programs.
Annual Savings from Enterprise Technology Transformation
15+
Extensive RFPs conducted
12+
Years of project, HR, and small business leadership
Projects
I turn complex business problems into projects that deliver measurable results.
Enterprise HRIS Transformation
Led a nine-month enterprise technology transformation across HR, Finance, IT, Training, and Operations—from requirements and vendor selection through implementation, testing, training, and adoption.
6 systems → 2 | $1.6M annual savings | 42% less administrative time
Designed and led an enterprise talent program, partnering with functional leaders across the organization to develop career frameworks and create scalable succession-planning infrastructure.
Built a smart-retail operation from concept through commercial deployment, managing contracts, budgets, procurement, vendors, technology, installation, testing, and launch.
Neal is a compassionate and proactive leader that any organization would be lucky to have. His understanding of people’s experiences allows him to connect with their situations and make business decisions that empower them to perform their best. Neal is also incredibly dependable. Every request from me or others at the company was always acknowledged and addressed.
Brixton Gardner
Head of People & Recruiting
I had the privilege of working with Neal and getting to know him personally. Neal is the unique kind of HR leader that CHRO's would die to have on their team: he owns his role, he empowers those around him both in HR and out of HR, he thinks like an owner, he drives for results, he is detail obsessed, and he's a pleasure to work with.
Newel Cusick
Large Enterprise HCM Account Executive (Paylocity)
I led a nine-month enterprise technology transformation across HR, Finance, IT, Training, and Operations—from requirements and vendor selection through implementation, testing, training, and adoption. The outcomes: 6 systems → 2, $1.6M annual savings, 42% less administrative time
Designed and led an enterprise talent program, partnering with functional leaders across the organization to develop career frameworks and create scalable succession-planning infrastructure. Program Management • Stakeholder Alignment • Organizational Transformation Outcomes: Buy in from all 9 departments, 82% succession coverage, 8-day reduction in time-to-fill.
