Kim Morren, Shrm-Scp, Sphr Email & Phone Number

Commerce, TX, US

Irving, Texas, US

• Responsibility and oversight for the entire HR function, including best practices for all HR disciplines;
• Serving as the cultural ambassador for the Company in alignment with our core values;
• Collaborating with executive leadership to define the organization’s long-term mission and goals;identifying ways to support this mission through talent management;
• Identifying key performance indicators for the organization’s human resource and talent managementfunctions; assessing the organization’s success and market competitiveness based on these metrics;
• Researching, developing, and implementing competitive compensation, benefits, performance appraisal,and employee incentive programs;
• Providing guidance and leadership to the human resource management team; assisting with resolution ofhuman resources, compensation, and benefits questions, concerns, and issues;

Norwalk, CT, US

• As part of the Regional Leadership Team, collaborate with the Executive Leadership Team to ensure business unit people plans are tailored to deliver organizational goals. Led Regional HR staff in the development and.
• Promote organizational Talent and Culture initiatives through relationship building and consultation, to ensure alignment with organizational strategies.
• Utilize HR Analytics to tell the business story and drive outcomes for success.
• Focus on delivering people strategies in fast-paced, results-oriented environments.
• Support Talent Management solutions through planning, assessment, development, succession planning, and engagement.
• Respond and take appropriate action in employee relations issues; conduct confidential investigations, resolve employee conflict, wage & hour issues, EEO, Harassment and other employee relations concerns.

Norwalk, CT, US

• Build and grow the HR Function and HR Programs in rapidly expanding, fast paced organizations under, specifically through Start-up and M&A.
• Develop and implement an HR best practices framework for 19 acquired companies to follow including training acquired staff on HR practices, procedures, and situational management.
• Administer and evaluate all HR processes, programs, and policies with an eye to continuous improvement, with focus on enhancing efficiency, effectiveness, and employee experience.
• Lead change management of newly acquired business units, define new roles and responsibilities; build frameworks aimed at streamlining ways of working for clearer accountability and agility.

Dallas, TX, US

• This Director level role balanced operational oversight, human resource consultation and support for multiple business segments within the corporate groups.
• Consulted with business unit management in the strategic planning process and development of human resources strategies that support operational business needs.
• Utilized data analysis and applied knowledge to make recommendations to leaders regarding various HR related matters such as: performance management, leaves of absence, promotions, terminations, organizational design.
• Introduce, lead, and influence change management initiatives with leaders to address issues that will enhance overall performance.
• Quickly built relationships with all levels of employees and leaders, established, and maintained a reputation as a trusted resource for advice and guidance.
• Reduced turnover by 7% year over year.

Columbus, OH, US

• Provided strategic leadership in partnership with field operations for regional performance and operational success. Maintained a proactive and responsive mindset, actively addressing associate relations concerns.
• Aligned people management practices with strategic goals to achieve maximum efficiency and effectiveness.
• Ensured consistent application of people programs (e.g., recruitment, on-boarding, learning, development, performance management, and associate relations) through cooperation with global partners, local field.
• Oversight of regional recruiters and generalists, monitored productivity, provided constructive feedback and coaching, as necessary.
• Improved leadership retention rates by an average of 10% YoY, while steadily improving tech retention rates to surpass yearly goals.
• Consistently exceeded associate engagement scores by an average of 2.2% year over year.

Lewisville, Texas, US

• Corporate HR Manager, 2012 – 2014Delivered human resource support and service of 72+ multi-state locations including call center and corporate offices.
• Aligned human resources strategies with executive plans to facilitate the achievement of strategic objectives.
• Conducted due diligence research in acquisitions and mergers, providing guidance to the executive team on best strategies.
• Rebuilt corporate HR department after headquarters move, responsible for department structure, hiring, onboarding, training, and direct supervision of new HR staff.
• Conducted HR due diligence research in Mergers and Acquisitions, providing guidance to the executive team on best strategies. Actively participating in ~50 M&A with headcount count ranging from 3-350 total employees.
• Lead key people processes for the teams around talent and succession planning, performance management and other HR related processes to support people and the business.

Plano, Texas, US

• End-to-end oversight of the recruitment lifecycle and general HR support for a 500 seat collections call center.
• Performed full lifecycle recruitment for all employees including executives, managers, technical, and line employees.
• As a senior team member supervised the work of others and grew talent within own team by training, coaching, and delivering effective performance evaluations and feedback.
• Applied a deep knowledge of job design to create and review job descriptions.
• Tactfully negotiated agreements and terms for HR recruiting tools, applicant testing and tacking, and performance management systems.
• Established a positive work environment where employees were motivated to achieve goals, reducing turnover by 12%.

• Strategic leadership and guidance for all human resource functions across 28 retail locations, including stores, corporate offices, and warehouse/supply chain facilities.
• Developed and implemented curriculum and training classes for managers and line associates, increasing their capacity to perform.
• Investigated, responded, and defended unemployment claims with a 95.3%-win ratio.
• Managed cross-functional projects in a fast-paced corporate environment.
• Consistently executed all federal and state guidelines including WARN act to close operations.
• Championed employee-focused off-boarding activities, including assistance with unemployment paperwork, connections with future employers, “up-skill” training, resume review, and interview training.

Master Of Science (M.S.), Human Resource Education & Leadership Development

Executive Leadership

Bachelors, Human Resource Management

Certification, Human Resources

Executive Leadership

Executive Leadership