Klein HR Solutions is a full-service Human Resources consulting firm providing operational and strategic consultative services for companies of all sizes. “Tough on the problem but gentle on the person,” Tammy is a seasoned professional with the ability to apply proven best practices with a human touch in the building of high-caliber employees. She works with executive management at the strategic level and employees at the ground level to develop and refine an adaptable organization that is responsive to the needs of the marketplace that are both rapidly changing and disruptive. Her methodology is built around clearly-defining and communicating standards critical to team success. As a Human Resources business partner and consultant, Tammy Klein works with companies to help them implement the best HR practices enacted by world-class organizations. Learn more at http://kleinhrsolutions.com/

RSM International is a multi-national network of accounting firms, forming the sixth largest accountancy professional services network in the world, and with RSM US LLP positioned as the fifth largest accounting firm in the U.S.After joining as East Region Assurance HR Business Partner, I was appointed to successive leadership roles shaping and directing the human resources strategy for the Southeast Region with this growing firm. I reported to the Chief Human Resources Officer and the Regional Managing Partner, and led a matrixed team of 24 providing end-to-end people services for 1,700 employees in 24 offices, building and delivering programs in workforce planning, employee relations, talent management, recruitment, compensation, compliance, and training and development. Notable achievements:►Positioning HR as a trusted advisor and strategic partner to the firm's leaders and employees on workforce planning, employee relations, and leadership development. I successfully established the framework for a high-performing human resources team, which included building the service vision, recruiting my team, and developed several individuals to key HR leadership roles.►Guiding the region through transformative growth, including building the key infrastructure, directing the onboarding and integration of the employees of newly acquired offices, and opening new branches in Tampa and Atlanta.►Achieving firm-best, and above-industry staff retention by leading the development and implementation of innovative companywide reward and recognition programs.►Increasing transparency and accountability by transitioning the company to a continuous performance management model. I sold the vision for the new model, led cultural change management, and partnered across the organization on the systems deployment.

PricewaterhouseCoopers is a multinational professional services network. It is the second largest professional services firm in the world.After joining the organization as a Recruiter, I was rapidly promoted through Human Resources roles of increased responsibility, ultimately advising and supporting more than 900 employees in Florida and Puerto Rico, and directing a team of 11 HR Managers and Specialists. I oversaw the employee relations, recruitment, compensation, compliance, talent management, and training functions, and collaborated on and localized a diverse portfolio of enterprise initiatives and programs. Notable achievements:►Elevating the performance of the region's Human Resources function, transforming the group from a small, transactional team to a full-service people department providing a robust portfolio of talent and advisory services.►Playing a critical role in the post-merger integration of Price Waterhouse and Coopers & Lybrand. I championed key regional aspects of workforce planning and the harmonization of diverse corporate cultures.►Accelerating service delivery in the technology sector during 2000’s “Dot-Com” boom as a member of a corporate Workforce Planning team identifying internal talent to staff the company's rapidly growing San Jose, California office.►Establishing a culture of compliance and integrity on human resources policy following passage of Sarbanes-Oxley Act, driving change management with the executive leadership team to implement new processes.►Chairing diverse corporate employee engagement initiatives increasing connectivity and affinity between the firm and the company's workforce, including the localization of best-in-class Culture, Diversity, and Inclusion initiatives.