Kim Bair

Experience

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  Teleflex Medical

  Nov 2004 - Apr 2007

  Recruitment Manager

  All talent acquisition for $800 million medical device manufacturing firm of 7000+. Developed and implemented:Workforce planning and employment program which resulted in $100,000 savings per month.Hired 500+ staff level professionals and management for multiple sites across U.S.Affirmative Action Plan to ensure compliance in VISTA HRIS.Recruitment policies and procedures for corporate Policy Manual.Hired and supervised recruitment and HR administrative support staff.

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  Effectur, Inc

  Apr 2008 - Sept 2009

  Director of Human Resources and Recruitment

  Responsible for all HR for $11 million tax consulting firm of 75+ employees.As highest level HR professional, I developed and implemented entire HR function for corporate office:• Transitioned from two Professional Employer Organizations, resulting in annual savings of $225,000.• Implemented a total rewards strategy that reduced benefits’ expenses by $216,000 annually.• Increased staff by 30% in three months and helped to develop an in-house talent acquisition program using proprietary tool (Access-based). • Successfully defended EEOC, unemployment, and other legal claims by improving risk management programs.• Achieved Triad awards – Best Places to Work, FAST 50, and BBB Torch - through creation of recognition plan. • Hired and supervised one HR administrative support staff. • Assisted in implementation of multiple exit programs including strategic reduction in force and furlough leaves for eventual close of business in 2009. Show less

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  Servantage Dixie Sales Company

  Jan 2010 - Apr 2012

  Senior Human Resources Manager

  Responsible for all HR for $45 million outdoor power equipment distributer of 300+ employees.As highest level HR professional, I developed and implemented HR initiatives for 5 US and Canadian offices, contact centers, and distribution sites:• Transitioned in-house HR programs from PEO to ASO, resulting in annual savings of $150,000. • Doubled staff during season (March-September), reduced costs 25% by creating annual Job Fairs, and full life cycle recruitment.• Ensured compliance to Canadian labor laws after transition of benefits and HR functions to corporate.• Revised Policy Manual and created corrective action process for improved employee relations. • Updated compensation scale and created pay for performance program for management staff. • Achieved 99% accuracy in HR metrics for payroll through new check and balance system.• Led process to be recognized as Top Workplace in Triad in 2011.• Hired and supervised three HR support staff. Show less

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  Volvo Group

  May 2012 - Nov 2022

  Human Resources Business Partner and Advisor

  All HR for Product Development Engineering and Project Management, Business Finance, IT, and Legal groups of 600+ Directors, Group Managers, Supervisors, and employees in global, multi-functional manufacturing organization of over 100,000 employees. • Collaborate, coach, and trouble-shoot with 60 first line and executive level leaders in operationalizing HR strategies to ensure a consistent approach to drive business performance and deliver strategic organizational goals. • Align with local, national, and global colleagues for policy, process, and project compliance across organization utilizing Microsoft 365 and Teams. • Lead HR Team as subject matter expert on Employee Relations’ issues, performance management investigations, and corrective actions. Successfully defended multi-year $5 million lawsuit after an extensive investigation and involuntary separation.• Achieved 15% overall increase to average 66 hires per year by improving talent acquisition and recruitment metrics by upgrading selection process to identify qualified candidates, decrease days to hire, boost fill rate, and increased diversity hires by 35%.• Drive organizational and individual performance to include development plans for under-performers and stretch assignments for key performers and technical talents including future leaders with high potential. Facilitate internal management training program by selecting, training, and developing future leaders.• Interface with compensation and management teams for annual Pay for Performance ratings and Merit Increase reviews through Navigator to reward, promote, and retain Key Talents. Analyze compensation data and metrics to align pay to performance and address increased turnover rate from 2% to 8% in 2021. • Deliver effective HR services through coordination with shared services group including total rewards (benefits, compensation), policies, and administrative processes through SAP. Show less

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  PwC

  Jan 2023 - now

  Talent Consultant (Human Resources Manager)

  Trusted advisor to 35+ Partners/Leaders with a focus on accelerating the development of our people for 2 separate groups of 200 staff employees. • Collaborate with Partners/Leaders to identify issues and develop and execute action plans across all areas of our People Strategy including diversity, development, performance management, and rewards and recognition.• Execute the People Strategy implementation and HR support, including coaching and development, talent management, performance management, and facilitation.• Lead Partners/Leaders in identification and management of high-potential talent and succession planning, retention efforts, and diversity initiatives.• Develop and maintain effective relationships with identified staff with goal of understanding and facilitating career objectives and employee engagement/satisfaction, such as, career interests, mobility, distinctive experiences, and diversity initiatives.• Facilitate mid-year check-in to identify performance trends, promotion candidates, high-potentials, and diversity initiatives.• Support Partners/Leaders as they prepare for annual Career Roundtable (CRT) meetings by identifying performance concerns, finalizing compensation, diversity initiatives, and Career Outlook preparation.• Support assimilation of new hires and interns to the team/practice, including Development Leader alignment.• Support Offboarding activities, such as, consulting with senior HR professionals/Office of General Counsel (OGC), departures, and collaborating with Ethics & Compliance on employee relations matters, departures and investigations, as directed by supervisor. • Apply coaching skills to increase effectiveness of Partners and Development Leaders in leading their teams. Show less