I've spent my career turning data into decisions leadership acts on, defends under scrutiny, and carries into the boardroom. With an M.A.S. in Data Science and IBM AI Developer certification, I have the technical background to work as a data and decision scientist, architecting AI governance platforms end to end. 500+ governed decision models, the infrastructure and agent orchestration they run on, and the audit trails, fairness monitoring, and kill switches that make the output defensible before a regulator, a board, or a courtroom ever asks. I run that same discipline inside enterprise environments, driving AI adoption and data governance for real workforces, not demos. Two decades of knowing what breaks in organizations, paired with the technical range to build systems that don't.
Designed and built the enterprise data function from nothing: a Microsoft Fabric medallion lakehouse ingesting source systems across Clinical, HR, Operations, Finance, IT, Schools, and Marketing into Bronze, Silver, and Gold layers, with semantic models feeding executive Power BI dashboards. Every function now works from one trusted layer, covering clinical and program outcomes, compensation benchmarking across 129 roles and pay equity, headcount and financial planning, IT and operational reporting, and school and marketing performance, cutting leadership's time to actionable insight from weeks to minutes. Built the data governance program alongside it, closing eight critical gap areas identified in a formal audit and putting ownership, quality standards, and access controls on every domain.
Led end-to-end UKG Pro and WFM delivery from RFP and vendor selection through go-live, deploying 15 modules across Core HR, Payroll, Benefits, ACA, Performance, LMS, Onboarding, BI, Documents, and WFM Time, Scheduling, and Forecasting. Built and owned the integration layer connecting the platform to benefits carriers, Active Directory, and GL systems, and migrated the full employee data set with validation at every stage, establishing a single authoritative system of record where multi-site pay rules, union accruals, and SSO had previously been reconciled by hand. Delivered on time in six months. Also led full lifecycle implementations of Paycom, Workday HCM, and Cornerstone OnDemand, and administered ADP Workforce Now across multiple prior employers.
At Children's Health Council, built headcount planning, retention modeling, and turnover prediction directly into the Microsoft Fabric platform, running on governed Gold-layer data so every forecast traces back to a validated source. The attrition risk model reached 0.72 ROC AUC and was surfaced through Power BI drill-downs that HRBPs work from directly, and critical-role exits fell 15% in the first year once risk predictions were routed into stay-interview workflows. At SJW Group, stood up a formal Talent Review Committee so model output landed in a standing governance forum instead of a dashboard nobody opens, tying headcount, succession readiness, and critical-role risk to the business planning cycle. The pattern across every org: build the model, then build the decision structure that consumes it.
Built the job architecture that became the company's workforce master data spine: role taxonomy, levels, grades, and ranges applied consistently across four public subsidiaries, so headcount, pay, and org data reconciled across entities for the first time. Ran a 550-role benchmarking study against third-party survey data to set market positioning, and the resulting analysis went to the Board Compensation Committee to set direction. Every element was built to SOX standards with documented lineage, approval trails, and audit evidence, alongside the full executive program covering RSU, STI, and LTI plans.
Designed and built DecisionLedger AI from the ground up: 500+ decision models across 27 domains, with the deepest libraries in benefits, total rewards, and HR, grounded in established decision-science methods (MCDA, Monte Carlo, Bayesian, TOPSIS, AHP, and more). Shipped a full AI-governance stack covering agent registry, kill switches, governance gates, SHAP explainability, and automated four-fifths adverse-impact monitoring for EEOC, OFCCP, and NYC LL144. Every decision is cryptographically hash-chained into immutable S3 Object Lock audit logs, mapped to EU AI Act, NIST AI RMF, and SOC 2. MCP-native Claude integration, 150+ connectors, a 7-stage decision lifecycle, and board governance round out the platform. Built and operate the production platform itself as sole engineer: AWS infrastructure defined in Terraform, credential-free OIDC deploys, a 452-module backend test suite, an Ed25519 signing chain that stops an altered model from executing at all, and nine client surfaces from a React Native app to an Excel add-in that exposes governed models as worksheet functions. Published the companion book Who Decided? and filed 27 provisional patents.
Earlier roles prior to PIER 39 excluded. Full career history available on request.
18+ years of hands-on HCM administration: full lifecycle implementations, daily operations, and post-go-live optimization. Led end-to-end rollouts of UKG, ADP, Paycom, Workday, and Cornerstone, with deep module expertise, carrier and GL integrations, and 20 UKG Pro certifications.
Led end-to-end implementation of the full UKG Pro + WFM suite for 1,600 employees across 160 sites: from RFP and vendor selection through go-live and post-implementation optimization. Built integrations with benefits carriers, Active Directory, GL systems, and a custom Web API to push completed workers' comp documents from DocuSign directly into UKG employee files via UiPath.
Full administrative ownership across multiple employer accounts including end-to-end implementation, ongoing payroll administration, and benefits setup. Led GL reporting integration connecting ADP payroll data to financial systems and managed multi-state compliance across distributed workforces.
Full lifecycle implementation and ongoing administration as primary HRIS and payroll platform. Leveraged Paycom's single-database architecture to eliminate data re-entry and streamline workflows from hire to retire. Processed semi-monthly and bi-weekly payroll cycles with full compliance oversight.
Implementation and administrative experience across core HCM modules including workforce planning, talent management, compensation, and reporting. Configured business processes, managed security roles, and delivered custom analytics to support executive decision-making.
Hands-on implementation and administrative experience with Ceridian Dayforce across core HCM, payroll, and workforce management. Leveraged Dayforce's single continuous calculation engine for real-time payroll compliance and workforce scheduling.
Led full Cornerstone implementation at SJW Group covering learning, performance, succession, and recruiting. Built company-wide compliance training curricula, performance review cycles, and succession pools: and established a formal skills and competency framework used across all departments. Also spent 20 years managing training programs and LMS systems with SCORM content creation.
Full administrative ownership at CHC across three divisions. Unified three separate performance review processes into one platform, presented Employee Pulse Survey findings directly to the Board of Directors, and launched an Employee Voice Committee from the insights. Built Power BI-embedded intranet pages to distribute survey results to all employees.
Built enterprise-grade HR analytics dashboards at Catalyst and CHC, contributing to the elimination of 600 annual labor hours. Delivered real-time workforce intelligence to executives and embedded Employee Pulse Survey results into SharePoint intranet via Power BI: making data accessible to every level of the organization.
Designed and built UiPath automations eliminating 600 annual labor hours across HR operations. Flagship automation: a touchless workers' comp claim workflow that captures documents from DocuSign, routes through OneDrive, and pushes completed files directly into UKG employee personnel records via a custom-built Web API: no human intervention required.
Built a full medallion lakehouse architecture at CHC using Microsoft Fabric with Azure AI Foundry and Copilot orchestration: piping every division's system data (HRIS, payroll, benefits, ERP) into a unified analytics layer. Divisional intelligence briefings now deliver accurate, audit-safe insights to leadership in minutes instead of weeks, backed by a patent-pending hallucination-prevention technology.
20+ years of full-cycle benefits administration across multi-state, multi-subsidiary organizations: from plan design and carrier selection through compliance, automation, and employee experience. Served as Plan Sponsor on multiple 401(k) plans and directly managed every layer of the benefits stack.
Researched, evaluated, recommended, and implemented complex health benefit plans across multi-state, multi-subsidiary organizations. Led the Kaiser-to-Anthem medical transition at Catalyst Family generating over $2M in company savings while cutting employee premiums approximately 30% and improving provider network access.
Served as Plan Sponsor on numerous 401(k) and retirement plans, taking direct fiduciary responsibility for plan compliance, participant education, fund oversight, and vendor management. Increased retirement plan participation 30% across multiple organizations through plan design improvements, reduced fees, and automated HRIS-to-vendor data integrations.
Twenty years of direct management of leaves of absence across the US: both personally administering leaves and managing vendor relationships. Improved LOA programs through data analysis and employee relations collaboration to reduce friction and response wait times, including digitizing intake processes and building workflow automation at Catalyst Family.
Complete revamp of workers' comp processes into fully digitized, automated claim workflows. Built a UiPath automation connecting DocuSign to OneDrive to UKG via a custom Web API: fully touchless end-to-end document handling. Reduced loss ratio from 14% to 2% at Terra Nova Counseling and cut workplace injuries 30%.
Direct management and oversight of the full spectrum of benefits-related compliance across federal and state regulations: ACA filings, ERISA, HIPAA, COBRA, and California-specific requirements across multi-state organizations. Personally reviewed, edited, and submitted all ACA 1094-C and 1095-C forms.
Full lifecycle management of ancillary and account-based benefit programs: plan design, carrier management, HRIS configuration, enrollment, and day-to-day administration including employee claims support and advocacy.
Managed multiple open enrollment periods across organizations: creating live vendor education sessions, SharePoint online resources, and guided walkthroughs that reduced HR support load while improving employee decision-making. Built dedicated benefits intranet pages at multiple companies and a benefits mobile app at BrandVia. Deployed an AI-driven HR assistant at Catalyst and CHC that deflected 42% of benefits and HR tickets.
Designed and implemented comprehensive Total Rewards programs from the ground up at multiple organizations: aligning benefits, compensation, and recognition to workforce needs and business objectives. Built the complete total rewards function from scratch at BrandVia, including compensation, benefits, and a rewards and recognition program.
20 years of end-to-end talent management: from workforce planning and recruiting through performance, learning, succession, and offboarding. Built and rebuilt talent functions from the ground up at multiple organizations, consistently connecting people strategy to measurable business outcomes.
Designed and implemented workforce planning strategies aligned with business goals across multiple organizations. Built governance structures, headcount models, and succession frameworks that connect people strategy directly to business planning cycles. At SJW Group, stood up a formal Talent Review Committee as an ongoing governance body for headcount decisions, critical role risk, and succession readiness. At Children's Health Council, embedded headcount planning, retention modeling, and turnover prediction into the Microsoft Fabric analytics platform, giving leadership real-time visibility into workforce health across all divisions.
Rebuilt full-cycle recruiting at SJW Group from the ground up: redesigning the application process, candidate communications, structured interview frameworks, scheduling efficiencies, and the offer process: resulting in a 40% lift in offer acceptance rates. Led ATS implementations and employer branding initiatives across multiple companies, building recruiting functions from scratch at BrandVia and overhauling them at regulated and multi-site organizations.
Designed and managed performance appraisal systems across multiple organizations and platforms. Led a Culture Amp rollout at CHC that unified three separate divisions: each with a different review process: into a single, cohesive performance program. Built competency frameworks, career pathing, goal-setting structures, and continuous feedback loops that connect individual performance to business outcomes.
Twenty years of managing training programs and LMS systems. Designed and developed multiple original training courses: including SCORM-based e-learning modules uploaded directly to LMS platforms. Built a formal training program at BrandVia that identified skill gaps and targeted knowledge-sharing for employee growth and retention. Also led Cornerstone LMS implementation at SJW and UKG LMS implementation at Catalyst.
Developed and executed engagement strategies grounded in employee feedback and survey insights. Managed the Employee Pulse Survey at CHC: presenting findings to the Board, executive team, program leaders, and employees: then launched an Employee Voice Committee to drive action from the results. Built Power BI dashboards and intranet pages to deliver survey data transparently to all staff. Leveraged HR analytics to predict turnover and improve retention across organizations.
Developed comprehensive, digitized onboarding programs at multiple organizations: building HRIS-native onboarding modules, structured day-one agendas, and cross-functional coordination workflows. Used Airtable to automate equipment requests, track pre-employment requirements, and generate IT support tickets. Built new hire presentations aligned to culture, mission, vision, and benefits.
Built and managed succession planning programs to identify, track, and develop high-potential employees. Created mentorship pipelines for employees interested in leadership, and developed first-time manager training as a critical organizational investment. Implemented succession modules in Cornerstone at SJW and UKG at Catalyst.
Led change initiatives related to talent strategy, HR technology rollouts, restructuring, and culture shifts. Supported DEI programs impacting hiring, promotion, and retention. Drove HR transformation projects that optimized employee experience, including multi-system implementations and cross-functional process redesigns.
Designed clear, consistent separation processes with online team task lists ensuring every required step is completed for each departure. Built exit interview strategies to capture structured feedback, then incorporated exit metrics into leadership reporting dashboards with recommended action plans: closing the loop between employee departures and organizational improvement.
Direct management and personal accountability across the full spectrum of HR compliance: federal and state employment law, benefits and retirement regulations, payroll tax filings, workplace safety, data privacy, labor relations, and AI governance. Every requirement listed below has been personally owned, filed, or audited.
Twenty years of direct compliance management across federal and multi-state employment law: leaves, accommodation, background screening, wage and hour, anti-harassment, and new regulatory implementations including California Pay Transparency. Personally managed or oversaw every compliance area listed below across multiple organizations and states.
Personally reviewed, edited, approved, and submitted the full suite of benefits and retirement compliance filings across multiple organizations. Served as Plan Sponsor on multiple 401(k) plans with direct fiduciary accountability. Maintained all SPDs, Wrap documents, and SAR notices with current regulatory requirements.
Full ownership of payroll compliance across multi-state organizations: quarterly and annual tax filings, W-2 distribution, SOX-compliant payroll controls, and state unemployment across multiple states. Built the national compensation philosophy, grades, and merit matrix at SJW Group under SOX compliance requirements.
Direct management of EEO and affirmative action compliance including EEO-1 filings, pay equity audits, and adverse impact analysis. Built automated four-fifths adverse impact monitoring into DecisionLedger AI covering EEOC, OFCCP, and NYC Local Law 144. Conducted pay equity analysis and compensation risk assessments at CHC, proactively identifying and addressing discrepancies.
Direct management of workplace safety compliance and workers' compensation programs across multiple organizations. Reduced loss ratio from 14% to 2% at Terra Nova Counseling and cut injuries 30% through program redesign. Built fully automated, touchless workers' comp claim workflows using UiPath, DocuSign, and the UKG API.
Direct experience managing multi-union labor relations and Jones Act claims at PIER 39 and Blue & Gold Fleet. Configured union pay rules and accrual policies in UKG WFM for a multi-site, multi-union workforce. Navigated collective bargaining compliance and grievance processes.
Built and owned data privacy and governance programs at multiple organizations. Built data governance from the ground up at CHC, closing 8 critical gap areas. Managed HIPAA employee data requirements, CPRA compliance for employee data, and SOX-compliant document retention schedules. Designed cryptographic audit log infrastructure at DecisionLedger AI using immutable S3 Object Lock.
Built the most comprehensive AI governance compliance stack in the HR space through DecisionLedger AI: mapped to EU AI Act, NIST AI RMF, SOC 2, NYC Local Law 144, EEOC, and OFCCP. Implemented automated four-fifths adverse impact monitoring, SHAP explainability for auditability, cryptographic hash-chained audit logs, and a full agent registry with kill switches. Filed 27 provisional patents covering AI governance controls.
Every model is grounded in established decision science (14 methods, not black boxes) and runs inside a governed, audited pipeline. HR & People and Benefits & Total Rewards are the deepest part of the library: 120 of them. Click any domain to expand its full model list.
A practical framework for organizations putting AI into consequential people decisions: how to make them, how to defend them to regulators and boards, and how to learn from outcomes. The companion text to the DecisionLedger AI governance platform.
Find on Amazon →Ongoing thought leadership published on LinkedIn at linkedin.com/in/ryancbrush
All credentials verifiable on LinkedIn.
Ryan is a dynamic, innovative and reliable professional whose leadership as the most senior HR person at BrandVia was instrumental in supporting our organization and employees. He does not shy away from critical conversations and is willing to roll up his sleeves and jump in side by side. Any organization that has the opportunity to work with him will undoubtedly benefit.
BrandVia was fortunate to have Ryan. He quickly evolved and innovated our entire HR strategy, implementing state-of-the-art tools, systems and processes that saved employees a ton of time. He had a direct influence on productivity and performance improvement across the organization, and always rose to overcome tough obstacles.
Ryan and I worked closely to create an integrated payroll reporting process that facilitated a very complex general ledger upload. Ryan's attitude and work ethic are second to none. From benefits to payroll to performance evaluation, Ryan can do it all.
Ryan takes his role seriously and is always looking out for the organization's best interest. He would bring new, inventive ideas to the table that always helped propel the company forward, a firm believer in using technology to work smarter, not harder.
Ryan is professional and ethical, courteous, considerate and compassionate while administering company policies and HR law. He has the energy and tenacity to put new practices into action while earning the cooperation of the people he serves. You will not be disappointed if you hire Ryan Brush.
Ryan is a human resources expert who combines business sense with a compassion for those with whom he works.
Full contact details available upon request.
I'm open to senior roles in AI governance, people analytics, HR technology, and AI transformation.