Company Overview
Tammy Klein, the company founder, is a human capital business consultant specializing in fully customizable HR solutions for companies of all sizes. After a 30 year career in Human Resources, Klein realized the impact she could have. Recognizing the extraordinary human capital challenges and opportunities confronting companies today led her to launch Klein HR Solutions in 2018.
She is committed to creating best-in-class workplace environments. The pillars of the company’s success center around experience, integrity, and results.
Experience, Integrity, Results
Experience
Klein shows an allegiance and company loyalty rarely found in this day and age. She served 20 continuous years at (PwC) Pricewaterhousecoopers and 10 years at RSM US LLP. Both are companies ranked in the “Top Ten Largest Accounting Firms in the World.”
At PwC she was actively involved in the attraction, retention, and training of key employees. Her seminal work as an HR generalist and strategist supported a large staff: over 900 employees and 11 HR specialists. When Price Waterhouse merged with Coopers & Lybrand in 1998, she was challenged with keeping employee morale and company culture intact.
I have known Tammy well over 25 years. She has a wonderful caring and sensitive personality that is so key to a successful HR leader. She built a very successful HR department in PW and was respected by all in the office and was an excellent recruiter for us.
Shelly Schneider
Managing Partner PricewaterhouseCoopers
In her most recent role as Senior Director, Human Resources Leader with RSM US LLP, she was responsible for shaping and directing the human resources function for the Southeast Region. In this capacity, she managed HR services for 1,700 employees in 24 offices as the strategic business partner in the areas of workforce planning, employee relations, talent management, recruitment, compensation, compliance, and training and development.
Tammy is one of the best HR professionals I have worked with over a 20 year career. She is insightful, adaptable, innovative and brings a deep practical approach to talent management.
Gary Sturisky, MBA, CPA
Former Consulting Leader for RSM
She epitomizes the true human resources professional and has the breadth and depth of experience to wisely resolve the many issues surrounding human capital.
Phyllis Deiso
Partner & National SEC Practice Leader for RSM
Integrity
Tammy Klein’s commitment to excellence started at PwC and RSM and continues in her daily work through her consulting firm, Klein HR Solutions. Klein saw first hand how these best-in-class organizations balanced the needs of the business with the needs of their people.
She is committed to creating best-in-class workplaces and prides herself on representing the highest values within the company. Through Klein’s experience and integrity, she helps management and its workforce understand and resolve the human capital issues (and opportunities)! facing an organization.
Her ability to listen, observe, and enact change enables her to coach individuals towards their personal and professional best. In doing so, she has cultivated talent and positively impacted the career trajectory of hundreds of individuals.
Tammy has the ability to blend the needs of the Human Resource Group with the operational aspects of the business without compromising the integrity of the role of ethics in the business world – a much needed trait in today’s business environment.
Steve Astren
Former Southeast Tax Leader, RSM
I worked with Tammy Klein at RSM for over a decade. She is one of the most polished HR Professionals I have had the honor and privilege to work for. As a person, she has the highest integrity and one of the very few people I entrusted things to due to her high level of confidentiality and the respect she has for others.
Mary K. Theo
Alliance Talent Leader at RSM US Alliance
Results
Results speak for themselves. Klein HR focuses on implementing cost-effective initiatives any CFO can get behind. Klein HR provides ongoing support to balance headcount with the company’s operational needs, ensure compliance with employment law, and create training programs to aid management in times of change.
Companies often cite budget as a reason not to invest in HR. However, the cost of “doing nothing” is oftentimes more expensive than choosing to invest in initiatives that will objectively improve an organization’s bottom line.
HR inaction can mean that important HR actions and decisions are delayed to the point where they cause large negative business impacts. For example, when Uber delayed fully investigating its employee’s sexual harassment complaints, the company suffered hundreds of millions of dollars in damage to its shareholder value, product brand, and its recruiting image.
“Each decision we make is grounded in an understanding of the resource and time cost involved. Cost, results, and organizational impact can be measured objectively through a variety of tools, including job analysis, strategic workforce planning, and gap analysis.” – Tammy Klein
Tammy helps leaders see the strategic and long-term value that HR-led efforts like training, development, employee engagement, and employee recognition programs create in an organization. HR has a strategic role to play, and according to Forbes, “should be given a seat at the table.” As lead consultant, Tammy sets up HR solutions to alleviate the burden on business owners and provide HR departments of all sizes with the daily support and execution of projects.
Executives’ respect for HR’s capabilities has grown to 67%, from 42% last year, and the majority (59%) say that HR is a key contributor to strategic planning. – Mercer 2018 Global Talent Trends Study
She is a visionary who understands the importance HR has on an organization and she knows how to enhance and partner HR resources with other leaders and improve processes to deliver excellent quality that impacts the bottom line, further protects an organization and improves the morale of the people in that organization.
Mary K. Theo
Alliance Talent Leader at RSM US Alliance