A Conversation With HR Manager Kimberly Price
Tell us a little about your work experience in HR
I’ve always loved working with people, and decided to make a career move and undertook the task of beginning a second career in human resources. Working in HR has given me the opportunity to engage with all kinds of people in a variety of scenarios. I’ve worked to clearly identify and develop a company culture that remains dynamic in an ever-shifting global market. These days it’s not so simple to keep a remote team unified, but I’ve found through establishing a clear company voice and providing employees with upward mobility that we’ve been able to hang on and develop some stellar talent.
What are the unique talents you bring to the field?
I try to meet everyone where they are in that moment and help them grow from that point. It’s really important to develop the talent you have already in-house by encouraging training, workshops and other tools to help employees advance. I achieve this by carving out one on one time to listen to employees and better understand their strength and weaknesses, and to create a plan of future growth together. This way I can help keep employees accountable while developing company loyalty and beneficial career advancement programs.
What’s your favorite HR tech tool?
I have a few! Recruiters LineUp of course because it’s akin to a modern-day matchmaker between HR and recruiters, which is a time (and often life) saver. I also recommend working with a benefits management platform that helps to manage everything from insurance to retirement to perks.
As an HR professional, how do you handle recruiting?
I’ve managed recruiting for the past 15 years, which includes the dark ages of a less technological time. I find the recruiting of the past is quite valuable today: it boils down to working with someone trustworthy, experienced, and with a vast network of established connections. Today, it’s just easier to find recruiters through various online resources.
What do you hope to achieve in 2018?
My HR goals for 2018 would be to take the stigma away from the HR department. I want people to know they can come to me with their issues and that I am here to help them to the best of my ability. I want to encourage people to take issues to HR at the beginning of a problem instead of waiting. If we can nip issues before they take root then I’ll be doing my job well.