Workforce Infrastructure Strategy for Employers, Regions & Anchor Institutions

• In Practice

Rachel Rideoutt
Founder & Managing DirectorRachel Rideoutt advises private equity, consulting, and corporate strategy clients on workforce infrastructure, HR and payroll technology, and employer-sponsored benefits. She serves as a paid subject-matter expert through leading platforms including GLG, Guidepoint, and ProSapient.Through Nexura Workforce Advisory, Rachel helps employers, investors, and regional workforce partners translate complex labor and benefits challenges into practical strategy, bridging market insight, corporate decision-making, and execution.Her perspective is grounded in over a decade inside enterprise workforce systems. At Oracle and ADP, she supported Fortune 100 and Fortune 500 organizations through HCM, ERP, and payroll technology transformations. At KinderCare Education at Work, she partnered with large employers on employer-sponsored childcare and workforce benefit strategies.Rachel brings a market-level lens to issues too often treated as HR or community concerns alone. Her work connects labor strategy, employer competitiveness, childcare access, and workforce infrastructure.Selected Focus Areas
• Workforce Infrastructure
• Employer-Sponsored Childcare
• HR / Payroll Technology
• Labor Participation Strategy
• Regional Workforce Strategy
• Private Market / Expert Advisory

# In Practice

Nexura’s work is grounded in real-world experience across workforce strategy, employer-supported care, HR operations, and implementation planning.These examples reflect the types of workforce infrastructure problems Rachel Lassiter-Rideoutt has helped leaders see clearly, evaluate, and move toward practical action.

Text50+Consulting & expert advisory engagements

Text5Workforce care infrastructure strategies shaped

40+Care access models evaluated

Text100+Family support scenarios reviewed, priced, or supported

Representative experience reflects Rachel Lassiter-Rideoutt’s prior corporate, enterprise, and advisory work. Employer names and proprietary details remain confidential.

Strategic Practice Areas

01 — Workforce Care InfrastructureFor employers and regions where childcare access, work schedules, provider capacity, and retention are connected — but often treated separately.Nexura helps leaders examine workforce demand, care gaps, operating realities, employer role, provider capacity, and partnership pathways.

Text02 — Care Access ModelingFor communities and employers trying to understand where care barriers affect attendance, labor participation, shift acceptance, and retention.Nexura helps leaders examine where workers live, where jobs are located, what schedules require, what care options exist, and where the gaps appear.

Text03 — Shift-Aligned Workforce SupportFor manufacturers, healthcare employers, logistics operations, and other industries where traditional childcare hours do not match work realities.Nexura helps leaders examine early shifts, extended shifts, overtime patterns, school-age coverage, commute time, and family support needs.

Text04 — Employer-Supported Care StrategyFor organizations that know childcare is affecting the workforce but are not sure whether the answer is onsite care, near-site partnerships, backup care, subsidies, or something else.Nexura helps leaders examine available models, cost considerations, employee needs, employer risk, tax credit opportunities, and implementation fit.

05 — Regional Workforce ReadinessFor workforce boards, chambers, economic development leaders, and anchor institutions trying to align employer growth with community infrastructure.Nexura helps leaders examine anchor employers, public/private partners, regional labor supply, childcare deserts, funding paths, and implementation ownership.

06 — Implementation ReadinessFor leaders who are past the awareness stage but need to know what can actually be built, funded, partnered, measured, and sustained.Nexura helps leaders examine stakeholder alignment, operating model, budget, provider role, communications, timeline, and decision path.

Every workforce challenge is different.The solution should be too.

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