Kimberly Moyer, Phr Email and Phone Number

Providing strategic HR support to Senior Leadership within AMER Sales and Global Revenue Operations.Lead organizational change initiatives, including restructuring and cultural transformations, to support high-performance objectives and maintain alignment across global teams.Design and implement High Performer Advisory Council to strengthen leadership pipelines, increase employee engagement, and enhance sales team effectiveness.

As the VP of HR at Ekos, I have the privilege of serving as a strategic partner to the CEO and Leadership Team, working hand in hand to shape and implement our company's talent strategy and foster a vibrant organizational culture. My role is to provide guidance and expertise in various areas, such as talent management, change management, succession planning, performance management, training and development, and compensation.

Business Partner to the President of LT Next, CTO, CISO, and Chief Strategy Officers and their organizations.DEI Program Manager

Act as HR Subject Matter Expert and Business Partner to the CTO and senior technology leaders throughout a geographically distributed 700 member organization- Lead HR Generalist through employee relations, front line leadership coaching, performance management, and rhythm of the business support initiatives- Collaborate with People Operations COE teams to develop and implement solutions to build a high performing organization, including establishing best recruiting practices and leadership development curriculum- Develop and align People Operations strategy in support of business strategy through talent management, employee development, organizational design, employee engagement, and performance management- Contributed to increased employee engagement by creating a career-pathing framework, compensation strategy, and promotion guidelines for Data Science, Engineering, and Project Management roles by leveraging talent planning and benchmark data- Support company-wide talent initiatives by partnering with cross functional leaders to inform and carry out reduction in force and M&A talent integration plans

- Acted as primary point of contact and HR leader to employees and management at 600 employee satellite office- Provided guidance to Sales Leadership on talent management decisions through the Quarterly Talent Review process including performance, development, and career planning action plans- Evolved HR team best practices by interpreting existing company policies and compliance guidelines and proposing revised approach dependent on business implications- Investigated and resolved employee relations issues including interpersonal conflict and conduct

Offered front line HR support to 650 employees and senior leaders in the Sales and Online Marketing Strategy business units, including employee relations, performance management, career planning, leadership development & coaching, talent acquisition, total rewards/compensation, and policy interpretation.-Work closely with management and employees to improve work relationships, build morale, increase productivity and retention.- Led full employee life cycle initiatives including workforce planning, talent management and performance reviews, and year-end compensation evaluations and adjustments- Partnered with peer SME's to create recruiting strategy and curriculum for inaugural Sales Academy college rotation hiring program, resulting in $6M in sales for the company in its first year

Assisted all SAS Sales verticals to identify recruitment strategy and top talent within the Inside and Field Sales team in Financial Services, Retail & Manufacturing, Health and Life Sciences, Federal Government, State & Local Government, Utilities, SMB, and Media, Communication & Entertainment Industries. Managed the recruiting process to include:-posting openings on our job board www.sas.com/jobs-screening resumes-interviewing candidates-preparing and extending job offersClosed out requisition files in accordance with all compliance guidelinesManaged employee referral program and payout process for entire company

•Coordinated interviews and travel for candidates•Assisted Recruiters in generating offer letters and mailing offer packets•Initiated background checks/pre-employment drug screening and report findings•Sent correspondence to applicants not chosen for job positions•Completed reimbursement requests for interviewees’ expenses•Complied with OFCCP and government contractor guidelines to turn in paperwork and close out requisitions in a timely manner•Independently managed employee referral program and payout process•Posted jobs to SAS job board and external job boards•Reconciled and track expenses to external search firms•Reviewed resumes of statistical and sales candidates•Attended college and career fairs to actively recruit new employees and students