Kim Ellen Gunter Email & Phone Number

Alpharetta, Georgia, Us

Develop and implement comprehensive human resources strategies encompassing talent acquisition, talent management, employee development, performance management, compensation, retention, employee relations, and compliance.

San Francisco, California, Us

Led the most complex people project at Dropbox, the Performance Management Cycle, focusing on fair calibrations, effective feedback, and pay-for-performance Oversaw extensive project planning and managed multiple stakeholder relationships including IT, People Analytics, and HR Business Partners Achieved differentiation in pay through successful implementation of a new rating scale, requiring extensive change management efforts, while reinforcing a merit-based compensation system and fostering a high impact culture Redesigned performance management using design thinking principles, leading to significant time and resource savings.Transitioned performance management to a customized Workday Extend platform, which was recently recognized at the Workday Rising conference for its innovation and enhanced functionality Developed and launched a tailored AI tool that consolidated performance feedback for year-end reviews saving managers over eight hundred hours Enhanced the fairness perception of calibration meetings and improved the quality of discussions by implementing a tool to analyze promotion justifications and facilitate pre-calibration voting Streamlined mid-year review process by limiting written reviews to promotion cases, focusing informal feedback on mid-year reviews, and consolidating talent reviews with the lighter promotion cycle to enhance efficiency Conducted data analysis to identify problem areas and develop solutions, ensuring that our performance process was equitable across the company and did not disproportionately impact any group Dotted line supervisor to three employees

Columbus, Georgia, Us

Rehired in April of 2021 to lead Performance and Talent Management Spearheaded the transformation of the organization's performance and talent management strategy, fostering agility and adaptability in a dynamic business environment Collaborated closely with key stakeholders to identify challenges and craft innovative solutions, aligning talent initiatives with overarching business objectives Developed and managed robust processes ensuring a robust pipeline of qualified candidates, ready to step into critical roles, bolstering organizational resilience Leveraged metrics and comprehensive data analysis to inform strategic decisions, enhancing the precision and effectiveness of talent management strategies Steered a team as a people leader, overseeing the professional development of a direct report and fostering a culture of continuous improvement

Atlanta, Ga, Us

Innovatively created career toolkits to boost employee engagement and overhauled visibility programs, resulting in increased employee satisfaction and professional development Utilized Hogan Assessments to grow the talent pipeline to increase readiness for key roles Actively participated in cross-functional projects within a matrixed environment, collaborating seamlessly to support clients and Centers of Excellence (COE), displaying adaptability and collaboration skills. Steered a team of four recruiters during the consolidation of talent management and talent acquisition groups as part of the Associate Services initiative, ensuring a smooth transition and maintaining recruitment excellence Initiated, recruited, and implemented a sourcing strategy with a focus on diversity, resulting in the identification and hiring of qualified candidates to meet corporate inclusion goals

Columbus, Georgia, Us

Performance Talent Management Lead:Established talent and performance management strategy for the organization including overseeing processes to ensure full utilization with accountability for vendor relations Led talent review and succession sessions for the executive management committee based on data driven metrics leading to the development of an executive success profile and increased bench strength by 50% Developed high potentials through launch of curriculum based on success profile and co-managed a project to revamp high potential leadership development programming Converted organization to new performance management system ensuring full adoption. Aligned potential assessment with performance management cycle ensuring consistency Created career conversation guides and aids for team members and supervisors and built internal 360 feedback process as certified feedback facilitator Implemented internal sourcing strategy for senior level roles leading to increased internal mobility across divisions HRBP:Consulted with managers on workforce planning, compensation, and other talent strategies to create meaningful and actionable metrics to influence and retain high performing teams.

Ryla provided outsourced customer contact solutions to telecommunications, health-care and government sector companies. Implemented HR department for start-up company. Part of management team in growth cycle of business. Began at firstpro as Onsite Manager. Hired permanent for Ryla when company grew large enough to create HR department.

Atlanta, Ga, Us