ORGANIZATIONAL DEVELOPMENT & EMPLOYEE EXPERIENCE

Better systems.
Stronger teams.

I turn employee insight into meaningful organizational change.

Organizational psychologist. Culture strategist. Program leader. I connect research, people, and execution to improve how organizations work—and how people experience work.

Explore my work View experience

Atlanta, GAM.P.S., I/O PsychologyProsci certified

Solomon Hassan in a navy blazer — THE HUMAN SIDE OF ORGANIZATIONAL CHANGEPeople first.
Systems minded.

FROM EMPLOYEE VOICE TO ORGANIZATIONAL IMPACTThe outcomes behind the work

IMPACT, IN CONTEXT

People strategy.
Real outcomes.

40%

Improvement in nurse retention

Following the client’s implementation of culture recommendations.

HEALTHCARE · SPENCER STUART 35%

Growth in program participation

ADKAR-informed employee experience work across a global workforce.

KENNAMETAL 30%

Increase in platform adoption

Wellbeing programming and data-informed strategy for a Microsoft account.

THRIVE GLOBAL · MICROSOFT CLIENT

EXPERIENCE ACROSS
CONSULTING, INDUSTRY & TECH

01 / SELECTED WORK

From the people problem
to the practical solution.

Account ownership. Culture diagnostics. Change that reaches the frontline. Here’s what that looks like in practice.

PROGRAM & ACCOUNT LEADERSHIP

5,000people in the Microsoft account

+30%platform adoption

+45%wellbeing scores

THRIVE GLOBAL · MICROSOFT CLIENT

FEATURED / 01

Making wellbeing part
of how people work.

Atlanta Account Lead · Thrive Global

Leading the client relationship, coordinating programming, and equipping wellbeing champions to bring change into their own teams.

Account ownershipStakeholder alignmentProgram delivery

Read the case study

The challenge

A 5,000-person Microsoft account needed wellbeing programming that employees could use, with engagement insights guiding where to focus next.

My contribution

As the Atlanta account lead at Thrive Global, I serve as a regional account manager and primary point of contact for the Microsoft client. I coordinate wellbeing events and external vendors, partner with employee resource groups, and use in-app activity and sign-up data to guide programming. Alongside two colleagues, I co-manage the Americas Wellbeing Champion group and develop train-the-trainer materials so champions can deliver wellbeing education within their own teams.

The outcome

The work delivered a reported 30% increase in platform adoption and 45% improvement in wellbeing scores through data-informed strategy adjustments.

CULTURE DIAGNOSTICS / 02

40%nurse retention improvement
the following year

Finding the systems problem
behind nurse turnover.

Associate Culture Consultant · Spencer Stuart

I led the diagnostic workstream and translated frontline barriers into actionable recommendations for communication and development access.

HealthcareEmployee listeningRetention

Read the case study

The challenge

A major healthcare organization was hemorrhaging nursing talent. Exit interviews pointed to vague dissatisfaction, but leadership lacked a clear diagnosis of what was actually driving attrition.

My contribution

I led the diagnostic workstream, working through engagement data, exit patterns, and operational workflows. The root cause was not compensation or burnout in isolation. Communications were irregular and disconnected from frontline realities, and professional development trainings were scheduled at times nurses on shift could never attend. I built the recommendation deck that reframed the retention problem as a systems design problem and laid out specific, implementable interventions.

The outcome

The client implemented the recommendations, restructuring communication cadences and shifting training delivery to nurse-accessible formats. The following year, nurse retention improved by 40%.

EMPLOYEE EXPERIENCE / 03

35%increase in program participation
across a global workforce

Connecting a global workforce
to employee experience.

Employee Experience Specialist · Kennametal

I applied ADKAR, built a communications pipeline reaching 10,000+ employees, and coordinated training partners across a global manufacturing environment.

Change managementGlobal communications

Read the case study

The challenge

A 10,000+ employee global manufacturing company needed to increase engagement program participation and establish a structured approach to DEIB communications across diverse sites and shifts.

My contribution

I applied the Prosci ADKAR change management framework to redesign how employee experience programs were communicated and delivered. I built and managed the DEIB newsletter and internal site content reaching all 10,000+ employees globally, streamlined the DEI content submission process, partnered with Corporate Communications on messaging strategy, and project-managed the launch of external DEIB training vendor partnerships.

The outcome

Program participation increased by 35%. DEIB communications reached the full global workforce through a sustainable content pipeline I designed and operationalized.

Outcomes reflect the engagements described. Individual contribution, implementation context, and timing are detailed in each case.

More ways I turn insight into action.

ADDITIONAL ENGAGEMENTS

04CULTURE & LEADERSHIP / SPENCER STUARTAligning leaders around a shared culture.Stronger engagement · Follow-on contract

The challenge

A public-sector transportation organization was facing falling employee engagement scores and a widening gap between the culture its leaders believed they had and the one they wanted — organized around customer satisfaction, purpose, and operational efficiency.

My contribution

I helped facilitate leadership alignment on current-versus-desired culture. That meant running focus groups and alignment workshops to clarify the leadership vision, then identifying and engaging key influencers across the organization to carry the cultural shifts forward. I helped build a communications strategy so leadership could deliver regular updates on cultural initiatives and respond to employee feedback. The engagement also included standing up managerial training and upskilling, improving benefit offerings to attract a younger workforce, and increasing the cadence of town halls to open real communication between staff and leadership.

The outcome

Employee engagement scores improved and turnover decreased. The strength of the work led the client to award an additional contract for leadership development.

05ORGANIZATIONAL DESIGN / SPENCER STUARTMatching people to the work ahead.Job analysis across a 22-person team

The challenge

A client navigating a merger needed to examine every position on a 22-person team. Some roles were redundant, others no longer necessary — but leadership wanted to preserve as many people as possible by redeploying their skills.

My contribution

I conducted a job analysis for every member of the team, mapping individual capabilities against the merged organization's short- and long-term goals. Rather than defaulting to reductions in force, I helped create new positions that leveraged existing talent and matched people to roles aligned with their demonstrated skillsets. This required detailed skills inventories, stakeholder interviews, and iterative role design.

The outcome

The restructuring was completed while preserving as many positions as possible. Employees were placed into roles that matched their capabilities, protecting institutional knowledge and maintaining workforce stability through the transition.

06AI ENABLEMENT / AI ASCEND CONSULTINGTurning AI tools into an independent workflow.Custom GPT · Four-class curriculum

The challenge

A personal training business owner had two compounding problems. Clients who could not afford regular sessions were going unsupported between bookings, creating a gap in the service offering and a ceiling on reach. And the owner wanted to show up consistently on social media to grow their audience, but could not generate and schedule content while also managing a full client roster.

My contribution

I addressed both problems as a connected system. For the coaching gap, I built a subscription-based custom GPT configured around the owner's coaching philosophy, exercise protocols, nutrition guidance, and common client questions. Clients who could not afford regular sessions could subscribe and receive tailored responses at any hour, extending the owner's expertise without extending their hours. For social media, I designed and delivered a 4-class curriculum: Class 1 covered intro to prompting and how to get useful output from an LLM; Class 2 focused on training an LLM to internalize the owner's brand voice so content always sounded like them; Class 3 introduced image and video generation tools for creating professional visual content without a production budget; Class 4 covered brainstorming content ideas and building a scheduling system with LLM assistance so the owner could batch-produce a week of content in one sitting.

The outcome

The custom GPT created a new subscription revenue stream, extending the owner's coaching reach to clients at a lower price point without additional time on their calendar. The 4-class curriculum gave the owner a repeatable, independent system for generating, producing, and scheduling social media content. Together, both solutions freed significant hours per week that had previously gone to fielding repeat questions, taking consultations, and staring at a blank content calendar.

07EMPLOYEE LISTENING / LEONARDO DRSMaking 4,000 employee responses actionable.Insights delivered to the VP of HR

The challenge

On day one of my first internship, I was handed roughly 4,000 open-ended employee survey responses. The dataset was already behind schedule and needed to be coded into themes and delivered to the parent company within a week and a half. There was no template, no precedent set for me, and no buffer.

My contribution

I started by skimming the full dataset to identify recurring themes before committing to a coding structure. Once I had a working framework I ran it by my manager, then built a daily workflow around the math: 4,000 responses across 8 days meant 500 coded entries per day, which I broke into five 100-response sessions to give my focus room to reset between rounds. As I coded I built visual aids in parallel so the findings would be ready to present, not just ready to submit.

The outcome

I finished ahead of the deadline and presented the insights directly to the VP of HR, complete with visuals. What started as a data processing problem became a demonstration that I could take an ambiguous, high-volume task, build a system around it, and produce something a senior leader could act on. This approach to breaking down complex data into usable findings has carried through every role since.

02 / HOW I WORK

Listen carefully.
Build what lasts.

Research gives me the diagnosis. Partnerships make the work possible. Practical systems help the change stick.

Find the real problem.

Combine employee listening, qualitative research, and analytics to separate symptoms from the systems causing them.

Surveys · Interviews · Culture diagnostics

Bring people with you.

Translate findings into a shared direction. Align leaders, engage influencers, and make space for frontline realities.

Facilitation · Leadership alignment · ERGs

Make it usable.

Turn recommendations into programs, communications, and learning experiences people can put to work.

ADKAR · Program delivery · Enablement

Learn and improve.

Use participation, adoption, and employee feedback to adjust delivery and build more effective ways of working.

Measurement · Insights · Practical AI

03 / EXPERIENCE

Different industries.
A consistent focus.

Helping organizations work better for the people inside them—from management consulting to manufacturing, defense, and technology.

Download résumé

RESEARCH AT SCALE200,000+

employees represented in survey and interview data analyzed across consulting engagements.

JUN 2025 — PRESENTCURRENT

Wellbeing Coordinator

Atlanta Account Lead, Microsoft

Thrive Global · Microsoft client

Own regional account relationships and wellbeing programming. Coordinate vendors, partner with ERGs, and co-manage the Americas Wellbeing Champion group with two colleagues.

5,000-person account · Train-the-trainer design · Program insights

FEB 2025 — PRESENTCURRENT

Founder & Lead Consultant

AI Ascend Consulting

Help small businesses and professional teams apply AI to real workflows. Design practical training and systems that build independent capability.

Dozens of professionals trained · Estimated 10 hours/week saved for one client

JUL 2024 — MAR 2025

Employee Experience Specialist

Kennametal

Applied ADKAR to employee experience initiatives, built global DEIB communications, and project-managed external training partnerships with Corporate Communications.

10,000+ employees reached · 35% participation growth

OCT 2021 — APR 2024

Associate Culture Consultant

Spencer Stuart

Turned employee research into culture, retention, and organizational design recommendations. Facilitated alignment, conducted job analysis, and presented findings to senior leaders.

Culture diagnostics · Workforce planning · Leadership communications

JUN 2019 — OCT 2021

Employee Engagement Intern

Leonardo DRS

Analyzed employee feedback, built engagement dashboards, assembled a DEI committee, and led creation of the company’s first early-career employee resource group.

4,000+ survey responses coded · Findings presented to the VP of HR

FOUNDATION & CREDENTIALS

M.P.S., Industrial-Organizational Psychology

University of Maryland, College Park

Summa Cum Laude · 2021

Prosci Change Management Certification

ADKAR methodology

B.A., Psychology

Marymount University

Cum Laude · 2020

SHRM Abilities @ Work

Disability and accessibility inclusion

Tools behind the work

People platforms

Workday, SuccessFactors, Qualtrics, Awardco/Workhuman, Asana

Analytics

Power BI, Tableau, SPSS, R, Python, Excel, Google Sheets, Looker

AI & collaboration

Claude, ChatGPT, Gemini, AI image and video tools, HubSpot, Google Workspace, Microsoft 365

A LOOK AT THE DELIVERABLE

Practical AI.
Made approachable.

A sample learning deck for a nontechnical audience: clear explanations, a usable prompting framework, and guided exercises built around everyday work.

Explore the learning sample

Solomon Hassan — Based in Atlanta. Curious by nature.

04 / THE PERSON BEHIND THE WORK

Curiosity started it.
People give it purpose.

I’ve always wanted to understand how things work. Today, that curiosity is focused on the systems people work within.

As a kid in DC, I took apart gadgets and labeled the pieces before putting them back together. I eventually found the human version of that puzzle in industrial-organizational psychology: how do the conditions around people shape what they can do?

What I enjoy most is giving employee voices a path to action. Graduate study at Maryland gave me the research foundation. Consulting taught me to turn rigor into decisions. Working across industries taught me to recognize familiar human problems in very different settings.

I started AI Ascend Consulting for the same reason: to help people make sense of a changing world of work, and build the confidence and tools to move forward.

Connected to the fieldSociety for Industrial and Organizational Psychology (SIOP) member · Atlanta I/O psychology community

Connect on LinkedIn

05 / LET’S CONNECT

Better work
starts with a
conversation.

Hiring for organizational development, employee experience, or change management? I’d welcome a conversation about the work ahead.

Solomontheio@gmail.com

LinkedIn ↗(240) 765-3195 Résumé ↓

Better systems.Stronger teams.

People strategy.Real outcomes.

Improvement in nurse retention

Growth in program participation

Increase in platform adoption

From the people problemto the practical solution.

Making wellbeing partof how people work.

The challenge

My contribution

The outcome

Finding the systems problembehind nurse turnover.

The challenge

My contribution

The outcome

Connecting a global workforceto employee experience.

The challenge

My contribution

The outcome

More ways I turn insight into action.

The challenge

My contribution

The outcome

The challenge

My contribution

The outcome

The challenge

My contribution

The outcome

The challenge

My contribution

The outcome

Listen carefully.Build what lasts.

Find the real problem.

Bring people with you.

Make it usable.

Learn and improve.

Different industries.A consistent focus.

Wellbeing Coordinator

Founder & Lead Consultant

Employee Experience Specialist

Associate Culture Consultant

Employee Engagement Intern

M.P.S., Industrial-Organizational Psychology

Prosci Change Management Certification

B.A., Psychology

SHRM Abilities @ Work

People platforms

Analytics

AI & collaboration

Practical AI.Made approachable.

Curiosity started it.People give it purpose.

Better work starts with aconversation.

Tell me what you’re working on.

Better systems.
Stronger teams.

People strategy.
Real outcomes.

From the people problem
to the practical solution.

Making wellbeing part
of how people work.

Finding the systems problem
behind nurse turnover.

Connecting a global workforce
to employee experience.

Listen carefully.
Build what lasts.

Different industries.
A consistent focus.

Practical AI.
Made approachable.

Curiosity started it.
People give it purpose.

Better work
starts with a
conversation.