Every people question lands on you
Offers, exits, conflicts. They come to the founder because nobody senior is there to take them.
For companies of 10–75 people
Build the people side of your company, piece by piece.
Your company grew faster than its HR. People decisions get improvised, and the hard ones all land on you. I'm Greicy Melo. I build the foundations you're missing, then stay on as your fractional Head of People so they hold.
- 10+ years
- of People leadership in Silicon Valley tech, with global teams, up to Director level
- 95–100%
- review completion, every cycle, in the process I built at TuneIn
- Both sides
- of M&A, as acquirer and as acquired
Proven track record at
Where I come in
You've outgrown figuring out HR as you go. You're not ready for a full‑time Head of People.
Hiring outran the structure
Headcount is up. Onboarding, job levels and reviews are still improvised.
Guessing is getting expensive
Classification, handbooks, multi-state rules. Quiet gaps don't stay quiet.
You need judgment, not a help desk
A template won't sit in the hard conversation with you. I will.
The building blocks
People don't grow by accident. They grow on what you build under them.
Each block is a piece of work I deliver. We start with the ones you're missing. Nobody needs all of them on day one.
01 Foundation
- Handbook & policiesWritten for how you work
- Compliance basicsThe gaps that get costly
- OnboardingA first 90 days that works
- HR systemsChoosing and setting up an HRIS
02 Structure
- Company valuesSpecific enough to hire on
- Job levelsClear paths to grow
- Compensation philosophyPay decisions you can explain
03 Growth
- Performance reviewsA cycle people complete
- Manager trainingFeedback, coaching, hard talks
04 The point
- People who grow with the businessAnd a culture they want to stay in
And the mortar between the blocks
Documents don't hold a company together. Judgment does: the tough employee conversation, the reorg announcement, the pay decision that sets a precedent. That is the work I do, month after month, as your fractional Head of People.
- Employee relations
- Change management
- Manager coaching
- Engagement
- Leadership advice
Services
Senior people leadership, scoped to what you need.
Fixed-scope project
HR Foundations
I build the blocks you're missing: handbook and policies, onboarding, values, job levels, performance reviews, compliance basics. Made for your company, not copied from a template.
- Clear deliverables and timeline
- Price agreed before we start
- Yours to run when I'm done
Ongoing partnership
Fractional Head of People
A senior people leader on your team for a set number of hours each month: employee relations, manager coaching, compensation decisions, change, and the conversations you'd rather not have alone.
- Monthly retainer, capped hours
- Direct access by Slack and email
- Regular sessions with leadership
Deal-specific
People side of M&A
People due diligence, integration planning, communications, role mapping and retention. I've done this work as the acquirer and as the acquired, so I know what each side misses.
- Pre-deal people risk review
- Day 1, 30 and 90 plan
- Scoped to the deal
How we start
-
1
Free 30-minute call
You tell me what's going on. I tell you what I'd fix first.
-
2
Written proposal
Scope, deliverables, timeline and price. No surprises later.
-
3
We build
I do the work with you and your managers, so it fits how you operate.
-
4
Hand over or stay on
Run it yourselves, or keep me as your fractional Head of People.
Experience
Director-level People leadership, without the full‑time hire.
I've spent more than ten years in People roles at Silicon Valley tech companies, supporting teams in the U.S. and abroad. As Director of People Operations at TuneIn, I've led people operations for a fully remote U.S. team and built its performance review process from scratch. It has run at 95–100% completion every cycle.
Before that I was a Senior HR Business Partner at Rakuten Advertising, working with product, design, engineering and commercial leaders. I've been through acquisitions on both sides of the table, and I know what they ask of people.
I started in finance and business analysis at Unilever and Nokia, in the New York area, before moving into HR. I studied Psychology at the University of San Francisco and Human Capital Management at NYU, and I'm certified in Everything DiSC Workplace.
- Winter Garden, near Orlando. Remote across the U.S.
- English and Portuguese
Point of view
What I tell every founder.
Your managers are your culture. Everything else is a slide deck.
Change doesn't fail in the announcement. It fails in the silence after.
The most valuable conversations I've had as an HR partner didn't start with a policy. They started with curiosity.
Recommendations
Trusted by the leaders and teams I've worked with.
Building HR processes
Her support and guidance helped me, as well as the whole team, build and organize international HR processes, establish effective communication chains, and set up effective alignment among business stakeholders… she is excellent at offering efficient solutions that balance the best interests of both the business and its employees.
Business-minded partnership
She brought a thoughtful, business-minded approach to every situation while always keeping people at the center of her work. Greicy is highly collaborative, trusted by leaders and employees alike…
M&A and global teams
…an absolute treasure and a superweapon any team can have… She also brought an absolute wealth of experience in the full spectrum of difficult people topics, be they the legal nuances of having teams across many continents or the clashing cultures of companies during M&A, always being able to find solutions where most are not even sure if they exist.
Excerpts from recommendations on my LinkedIn profile. Highlights are mine.
Questions founders ask
Straight answers before we talk.
If yours isn't here, ask me on the call.
What does it cost?
Foundations projects start at $3,000, depending on which blocks you need. Fractional support starts at $2,500 a month. You get the scope and the price in writing before any work begins.
Do you replace a full-time HR hire?
For a company of 10–75 people, yes, for now. You get senior judgment for a few hours a month instead of a full salary. When you're big enough to need someone full time, I'll tell you, and I'll help you define the role.
What don't you do?
I don't give legal advice, broker benefits, run payroll or recruit for you. When you need an employment lawyer, a broker or a recruiter, I'll say so early and work alongside them.
How many clients do you take?
A small number at a time, on purpose. Fractional only works if you get real attention. If I don't have room, I'll tell you on the first call.
Do we need to be in Florida?
No. I work remotely with companies across the U.S., including fully remote and multi-state teams. If you're near Orlando, I'm happy to meet in person.
What happens on the free call?
Thirty minutes on where your people foundation stands today: what's solid, what's missing and what to do first. You leave with a clear next step whether or not we work together.
Start here
Let's build your people foundation.
Tell me about your company and the people question on your mind. A few lines is enough. The first call is free and takes 30 minutes.
I read every message myself and reply within two business days.
Thank you. Your message is with me.
I'll reply to the email you gave me within two business days.