Kim Abel

Kim is a dynamic Senior Human Resources Consultant with extensive experience guiding organizations through complex transformations, including mergers, acquisitions, and large-scale change initiatives. With over 20 years in strategic HR leadership, she is known for her ability to align people strategies with business imperatives, driving performance, resilience, and growth. Her deep understanding of business operations and financial drivers enables her to serve as a trusted advisor to executive teams during periods of organizational change. Whether leading cultural integration during M&A, restructuring talent frameworks, or navigating workforce transitions, Kim brings clarity, empathy, and strategic foresight to every engagement. Specializing in change management, organizational design, and leadership development, she helps companies build agile, future-ready workforces. Her approach is data-informed and people-centered, ensuring that HR solutions not only support business goals but also enhance employee experience and engagement. A certified HR professional, Senior Profession Human Resource (SPHR) and HR-AI Certification completion eta Oct 2025, Kim combines analytical rigor with a collaborative mindset to deliver sustainable value across industries. Kim can provide the following services: Strategic HR consulting Strategic HR services help define the long-term vision for a company's human capital. • Human capital strategy: Defining corporate culture, designing organizational structure, and creating people strategies that support key business objectives. • Organizational change: Managing the "people side" of major changes, such as mergers and acquisitions, restructuring, or cultural shifts. • Succession planning: Identifying and developing internal employees with the potential to fill key leadership roles in the future. • Workforce planning: Anticipating future human resource needs by matching business goals with HR data and analytics. Talent management These services focus on attracting, hiring, and retaining top talent. • Recruitment and talent acquisition: Support for crafting job descriptions, sourcing candidates, screening resumes, and conducting interviews. • Recruitment process outsourcing (RPO): The complete outsourcing of a company's recruitment functions to a third party. • Onboarding and offboarding: Creating effective programs to integrate new hires and manage the separation process for departing employees. • Performance management: Developing and implementing effective performance appraisal systems, goal-setting, and feedback processes. • Employee retention strategy: Analyzing employee turnover and designing initiatives to retain key talent. Compensation and benefits Consultants in this area help design competitive pay and benefits packages. • Compensation management: Creating salary structures, pay grades, and bonus schemes that are fair and competitive within the market. • Benefits advising: Managing health insurance, retirement plans, and other benefits, as well as negotiating with benefits providers. • Total rewards strategy: Developing a comprehensive program that includes compensation, benefits, and employee recognition to attract and retain talent. • Executive compensation: Specializing in the unique compensation and benefits needs for a company's leadership. Employee relations and engagement These services focus on creating and maintaining a positive, productive work environment. • Conflict resolution and mediation: Identifying and resolving workplace issues and disputes. • Employee engagement and satisfaction surveys: Measuring employee satisfaction and identifying areas for improvement. • Policy development: Creating or updating employee handbooks and workplace policies. Compliance and risk management HR consultants help businesses navigate complex employment laws and regulations to minimize legal risk. • HR audits: Assessing current HR practices to ensure compliance with federal, state, and local labor laws. • Workers' compensation and unemployment administration: Handling administrative tasks and claims for workers' compensation and unemployment benefits. • HR compliance training: Educating leaders and employees on important regulations and workplace best practices. Other specialized and outsourced services • Interim HR support: Providing temporary, part-time HR support to fill gaps or assist with specific projects. • HR technology, A.I. and analytics: Selecting, implementing, and optimizing HR software (HRIS) and using data to drive HR decision-making. • Learning and development: Designing training programs for skill enhancement, leadership development, and career pathing.