Kimberly J. Bunting, Mba, Phr Email & Phone Number

New York, New York, United States

King Of Prussia, Pennsylvania, Us

As the Human Resource Consulting Practice Leader, I am responsible for the development, delivery, and growth strategy of TOC’s HR people practice. I focus on building strong client relationships, identifying and analyzing client needs, providing innovative and strategic HR solutions, and ensuring superior service delivery for TOC's clients.

Mount Laurel, New Jersey, Us

• Oversaw and managed entirety of process for building new HR function, including all systems, people, benefits, recruitment, HR Ops, and vendor relations. • Led small staff of two: one HR manager and one HRIS coordinator.• Identified key opportunities for improvement within HR function, including an assessment of Paychex and HRIS. Discovered Paychex proved unfit for organization and moved to Paycom implementation.

Minneapolis, Mn, Us

VP HR - PE backed startup - 10/2022• Owned global human resources function. Built and transformed function. • Created and implemented HR process improvement across board. • Impacted compensation, recruitment, HRBP, HR Ops, and analytics. • Maintained short-term role until leader local to Chicago identified.

Boca Raton, Florida, Us

• Built HR function for organization experiencing unprecedented growth, including operations and analytics, talent management and acquisition, compensation, and employee relations, supporting 6,000 employees across 50 states.• Established a robust HR infrastructure, addressing core needs of business more efficiently while facilitating Agile response to ever-changing landscape. Drove acquisition integration.• Led policy and process creation and implementation across organization. • Established dedicated compensation function.o Partnered with SME to obtain relevant market data and establish meaningful and competitive compensation guidelines and practices. o Designed and launched new KPI-driven leadership bonus plan and parameters for distribution and achievement.• Reorganized talent acquisition function under new leader and SME.o Streamlined processes and produced data-driven insights to inform decisions.Implemented successful attraction, referral, and retention strategies across all markets, facilitating rapid expansion. Increased hiring by 500% in six months.• Ideated and built full-service employee relations team. Developed tools to support people managers in key areas: performance and conduct issues, workplace violence, complaint resolution, and terminations.• Created HR operations role and built analytics group, providing actionable intelligence to support executive decision making. Developed HR analytics dashboards and designed standardized reports on turnover and attrition, performance metrics, and merit increase process methodology.• Project-managed personnel acquisition of two entities, ensuring uniformity and adherence to corporate standards. Set procedure and guidelines for onboarding and acclimating talent.• Led HR’s COVID-19 pandemic response. Coordinated disbursement of 3,500 employees in under two weeks. Established effective North American communications plan. Designed onboarding, off-boarding, and equipment delivery processes.

Dresher, Pa, Us

• Acted as trusted advisor to leadership during period of 30% growth and served as HR partner to 1,400 employees in largest line of business. Led policy and process creation and implementation across organization.• Built and drove talent programs across organization. Identified critical talent needs. Created 9-box assessment and succession plans for most senior levels of organization.• Defined CoE strategies. Created and launched learning, succession planning, compensation philosophy, and internal training programs across benefits, payroll, compensation, and L&D.• Revamped compensation structures. Resolved legacy issues with companywide compensation inconsistencies.o Established system for proper leveling, titling, merit, and alignment. Optimized North American sales structure. Developed new job descriptions across sales enterprise. Created and implemented 50-plus sales commission plans. Directed creation of Workday process to house data. Streamlined process reduced missed payments. • Led search and selection of new engagement survey tools. Researched and vetted industry-leading vendors in space. Owned EE survey project and selected tool (Glint). Led nationwide communication, facilitation, and action planning sessions for each site.• Spearheaded and managed project to enhance new-hire orientation and onboarding experience. Created Zoom interactive training, facilitating scaling for growth. • Named corporate representative on all acquisition project initiatives.• Collaborated on Dovetail (internal HR self-service) implementation project for Workday HRIS.

Philadelphia, Pa, Us

• Managed and mentored corporate and distribution center HR teams. Managed for all organizational development, including design, succession planning, performance management, and diversity initiatives, across talent acquisition, benefits and compliance, L&D, total rewards, and compensation.• Acted as trusted HR advisor to senior leadership and key internal stakeholders, including CFO, EVP of merchandising, CAO, SVP of IT, general counsel, EVP of marketing, and EVP of operations.• Created first-ever role definition and hierarchy for merchandising. Composed job descriptions for all levels. Obtained external market data and properly slotted current employees into roles.o Drove role clarity AND exact compensation alignment for all levels.• Owned employee engagement survey process via Culture Amp. Facilitated half-day working sessions, presenting data and developing action planning for merchandising, finance, IT, and HR team. o Created policies around remote work, promotion of flexibility, and work-life fit. • Launched first-ever telecommute pilot for finance.• Increased productivity, resulting in full launch for rest of home office. Boosted engagement from 64% to 80%.• Led succession planning and annual merit increase process for all direct reports to CEO and larger organization rollups. Drove policy and process creation and implementation across organization. o Designed and launched “Respect in the Workplace,” overseeing program and nationwide facilitations regarding performance management.

Thorofare, Nj, Us

• Acted as key member of global human resources leadership team and global strategic business partner to CFO, CIO, general counsel, and CTO, leading and inspiring six direct reports and 11 total team members responsible for supporting organization’s overall vision and mission across North America.• Provided comprehensive leadership in all aspects of HR across talent acquisition, benefits and compliance, HRBP, compensation, employee engagement, training / development, performance, rewards and recognition, and global HRIS. • Named senior member of audit, global ethics, and compensation committee.• Spearheaded North American sales reorganization in collaboration with president of global sales (Spain). Reduced overall headcount, capturing $1 million in savings.• Led North American HR teams on both sides of two acquisitions. Developed plans for staffing, including elimination of roles and guided exits. Built structures for new leadership in future organization. Transitioned payroll from HR to finance.Part II• Designed succession plans for each global leadership team member and their direct reports in 2014-2016. Identified talent gaps and created staffing / development plans. Guided 360-degree review process with each GLT member for all direct reports.• Created global critical talent list. Conducted 30-plus talent assessments with critical talent list members in 2014-2016. Developed retention strategies for internal talent.• Collaborated on design of global culture survey. Directed action planning and facilitation for all five N.A. region sites.• Designed and launched organization’s first-ever global rewards and recognition program, the Galaxy Awards.• Guided junior benefits administration team through first benefit broker negotiation and plan implementation. Drove timeline for open enrollment and defined contribution modeling to save $250,000+.

Villanova, Pa, Us

• Acted as sole HR manager for the business. • Owned employee compensation, benefits administration, compliance, performance management / improvement, retention, and HR data systems analysis. • Executed solutions to enhance staff performance and employer-employee relations.

Philadelphia, Pennsylvania, Us

• D1 Women's basketball coach transitioned to role of judicial affairs function in student Life. After receiving M.B.A., hired into the HR team. Started in recruitment and later generalist duties before landing in organizational behavior after leaders from corporate HR (Unisys) came in to transform function. Led and managed facilitations across organization, including Gallup survey results and action planning teams.

Mba, Organizational Behavior / Hr

Bs, Criminal Justice - Full Athletic Scholarship D1 Women'S Basketball