I help election leaders think through the workforce challenges that can make an already complex job even harder — from hiring and staffing to workforce planning, management, retention, and organizational capacity.
| Name | In | Out | ✓ |
|---|---|---|---|
| R. Alvarez | 6:12 | — | ✓ |
| D. Okafor | 6:20 | — | ✓ |
| M. Larsen | 6:31 | 8:04 | ✓ |
| S. Whitfield | — | — | · |
I'm a Senior Fellow at the University of Maryland's Election Resilience Lab and co-author of HR of Democracy, a report that documents the detailed story of the people who run our elections. Before narrowing in on elections, I spent years analyzing workforce development programs across economic development, education, and service-year programs — the same staffing and management questions kept showing up, just wearing different names.
One of my greatest strengths is the network I've built. If I don't have the answer myself, I can usually point you to someone who does — HR professionals, researchers, and specialized trainers I trust.
Strategy for classification and compensation, succession planning, and staffing up when a jurisdiction is growing fast.
Finding, vetting, and bringing on the people who will actually do this work, at the scale you need them.
Management, retention, capacity — the harder people questions that don't come with a form to fill out.
Frameworks and reference material so you can keep thinking it through long after we hang up.
"Have a people challenge?
Let's think it through."