Kimberly B

HR Consultant

Mar 2024 - Present • 2 yrs 5 mos

Positioned organizations for sustainable growth by evaluating business strategy, workforce capabilities, organizational risk, and operational maturity before aligning people investments with executive priorities, enabling leadership to make informed workforce decisions that supported long-term growth. Built scalable HR infrastructures by conducting organizational assessments, identifying compliance and operational gaps, and designing employee handbooks, policies, SOPs, onboarding programs, and performance management frameworks that improved consistency and reduced organizational risk. Modernized enterprise talent acquisition by evaluating recruiting inefficiencies, selecting HR technology, redesigning hiring workflows, introducing structured interviewing, and developing executive recruiting metrics that improved hiring quality, reduced time-to-fill and strengthened workforce scalability. Enabled executive workforce planning by determining the workforce metrics most closely tied to organizational performance, building executive dashboards, analyzing hiring and retention trends, and translating workforce data into strategic recommendations that improved executive decision-making. Advised executive leadership on organizational risk by conducting HR assessments, compliance reviews, workforce analyses, documentation audits, and stakeholder interviews before delivering strategic recommendations that strengthened governance and operational performance. Strengthened organizational culture by identifying engagement barriers through workforce analytics, employee feedback, leadership assessments, and turnover trends before designing targeted recognition, career development, succession, and employee experience strategies. Advised leaders through complex employee relations matters by conducting workplace investigations, coaching managers on performance management and corrective action, interpreting employment law, and developing compliant solutions.

Compensation Consultant | Alera

Oct 2022 - Mar 2024 • 1 yr 5 mos

Improved organizational competitiveness by partnering with executive leadership to develop compensation philosophies, salary structures, and pay strategies through market pricing, internal equity analyses, and benchmarking using Mercer, Radford, ERI, PayFactors, CompAnalyst, and other market survey data. Guided executive compensation strategy by evaluating market competitiveness, internal equity, job architecture, and compensation philosophies before recommending salary structures and pay strategies that strengthened attraction and retention efforts.

Talent Acquisition Consultant

Sep 2020 - Oct 2022 • 2 yrs 1 mo

Supported business growth across 150+ offices by partnering with Managing Partners and executive leaders to prioritize hiring needs, develop workforce strategies, and align recruiting efforts with business objectives. Reduced time-to-fill for critical positions by analyzing recruiting bottlenecks, strengthening hiring manager accountability, implementing proactive sourcing strategies, and coaching leaders on interviewing and selection best practices. Enhanced hiring quality by evaluating labor market trends, compensation expectations, transferable skills, and candidate availability while advising leaders on realistic hiring strategies. Influenced executive talent decisions by providing workforce planning guidance, compensation insights, recruiting analytics, and labor market intelligence that helped leaders make informed hiring and workforce investment decisions. Balanced competing business priorities by managing 20–25 concurrent searches while proactively building talent pipelines, leveraging sourcing technology, and maintaining an exceptional candidate experience.