Kim Morren, Shrm-Scp, Sphr Email and Phone Number
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Kim Morren, Shrm-Scp, Sphr personal email
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I am a Senior Human Resources Professional passionate about helping employees reach their maximum potential, ultimately driving increased value for the organization. I am a seasoned and strategic professional with a deep expertise in change management, workforce planning and development, talent management, and employee relations. My career has been dedicated to enhancing organizational effectiveness through innovative HR strategies and practices. With over 20 years of experience, I have developed, engaged, and championed the skills and abilities of employees at all levels, from frontline workers to executive leaders.My extensive experience spans multiple industries in corporate, field, and remote environments. I thrive in ambiguous situations due to my continual learning mindset, which has made me a quick learner and high achiever. By building strong relationships and utilizing clear, consistent, and influential communication, I bring effective and impactful resolutions to organizational challenges.As a solutions-oriented professional, I provide resources through a strategic people lens, whether it's leadership development, coaching, policy and procedure guidance, data analytics, or simply offering a listening ear. I am known for asking, "How can I help?" and anyone who has worked with me can attest to my commitment to making a difference.Connect with me here on LinkedIn to explore how I can help you or your organization engage and develop your most valuable resource—your people.
Tempo Inc.
View- Website:
- tempoair.com
- Employees:
- 109
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Tempo Inc.Commerce, Tx, Us
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Vice President Human ResourcesTempo Inc. Nov 2024 - PresentIrving, 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;• Implementing and management of training and development programs;• Ensuring multi-state compliance with employment, benefits, insurance, safety, and other laws,regulations, and requirements;• Maintaining knowledge of laws, regulations, and best practices in employment law, human resources, andtalent management;• Overseeing the organization’s staffing budget, and the budget for the human resource department;• Participating in professional development and networking conferences and events;• Other duties as assigned.
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Regional Hr Director (Locally Branded Centers - Lbc)Homeserve Usa Aug 2021 - Apr 2024Norwalk, Ct, UsAs 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 execution of Human Resources strategy to enable business outcomes. Supervised six staff. Maintained $.5 million budget.• 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. -
Director, People Business Partner (M&A)Homeserve Usa Aug 2021 - Mar 2023Norwalk, Ct, UsBuild 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.
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Principal Human Resources Business PartnerMr. Cooper Feb 2020 - Feb 2021Dallas, Tx, UsThis 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, job documentation, diversity and inclusion, and salary administration.• 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.• Successfully responded to the COVID-19 pandemic by creating an Emergency Response program, revamping policies, creating a communication protocol for employee health and safety, established remote work strategies and guidelines, ensured that a culture of inclusivity was maintained through training and leadership coaching to avoid discrimination and bias. -
Regional Director People Business PartnerSafelite Autoglass Jul 2014 - Dec 2019Columbus, Oh, UsProvided strategic leadership in partnership with field operations for regional performance and operational success. Maintained a proactive and responsive mindset, actively addressing associate relations concerns across a regional population of 1600.• 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 operations and supply chain leaders. • 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.• Gathered market and organizational insights regarding retention and engagement to inform decision making and strategic initiatives. • Established partnerships with senior business leaders and field leadership to evaluate leadership effectiveness, establish development and succession plans, and create a pipeline of talent to support current and future business needs.• Cultivated learning and capacity building in leaders by providing coaching and support regarding workforce planning, culture development, organizational policies, procedures, and communication of key initiatives, maintaining a 94% completion rate of leadership in development programs.• Recognized for performance BESCA Award, Safelite Spirit Award, and Everyday Hero Award. -
Field/Corporate Hr ManagerCaliber Collision Jul 2010 - Jun 2014Lewisville, Texas, UsCorporate 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 per transaction. Field HR Manager, 2010 – 2014 Delivered human resource support and service of 72+ multi-state locations. • 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.• Served as an associate relations specialist, providing subject matter expertise in the resolution of issues, conduction of investigations, progressive disciplinary process, and dispute resolutions. • Effectively managed change by leading associate integration programs following acquisitions, including the design and implementation of new policies and procedures.• Fostered development and capacity building in the design of curriculum and facilitation of training classes for all levels of management.• Responded to escalated unemployment and EEOC claims. Company representative at hearings. -
Recruiter/Hr GeneralistThe Cmi Group Dec 2008 - Jun 2010Plano, Texas, UsEnd-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%. -
Field Hr ManagerMinyard Food Stores, Inc Sep 2006 - Dec 2008Strategic 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.
Kim Morren, Shrm-Scp, Sphr Skills
Kim Morren, Shrm-Scp, Sphr Education Details
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Louisiana State UniversityHuman Resource Education & Leadership Development -
Cornell UniversityExecutive Leadership
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Western Governors UniversityHuman Resource Management
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University Of North TexasHuman Resources
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Cornell UniversityExecutive Leadership
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Cornell UniversityExecutive Leadership
Frequently Asked Questions about Kim Morren, Shrm-Scp, Sphr
What company does Kim Morren, Shrm-Scp, Sphr work for?
Kim Morren, Shrm-Scp, Sphr works for Tempo Inc.
What is Kim Morren, Shrm-Scp, Sphr's role at the current company?
Kim Morren, Shrm-Scp, Sphr's current role is Senior HR Professional | Talent Management | Organizational Development | Employee Relations | Performance Management | Leadership Development |.
What is Kim Morren, Shrm-Scp, Sphr's email address?
Kim Morren, Shrm-Scp, Sphr's email address is ki****@****per.com
What is Kim Morren, Shrm-Scp, Sphr's direct phone number?
Kim Morren, Shrm-Scp, Sphr's direct phone number is 469-948*****
What schools did Kim Morren, Shrm-Scp, Sphr attend?
Kim Morren, Shrm-Scp, Sphr attended Louisiana State University, Cornell University, Western Governors University, University Of North Texas, Cornell University, Cornell University.
What are some of Kim Morren, Shrm-Scp, Sphr's interests?
Kim Morren, Shrm-Scp, Sphr has interest in Education, Health.
What skills is Kim Morren, Shrm-Scp, Sphr known for?
Kim Morren, Shrm-Scp, Sphr has skills like Employee Relations, Human Resources, Training, Recruiting, Hiring, Onboarding, Performance Management, Personnel Management, Management, Applicant Tracking Systems, Coaching, Payroll.
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