Turnover is rising. Leaders are misaligned. Employees are disengaged. The systems that once supported your team are now quietly falling apart.
I partner with CEOs, HR leaders, and executive teams to fix what’s broken, align what matters, and rebuild people operations from the inside out, so your organization can move forward with clarity, purpose, and measurable results.
You don’t call someone like me when things are calm.
You call when something has gone wrong, or is about to.
If you’re here, it’s probably because something feels off. And if nothing changes? Here’s what could happen:
The Cost Of Doing Nothing
Turnover continues to climb, draining resources, morale, and institutional knowledge.
Performance issues go unaddressed, dragging down productivity and team trust.
Leaders make poor decisions, not because they’re bad, but because they’re unsupported.
If you’ve already seen these signs, you don’t need another meeting. You need a plan.
Employee engagement is declining, risking the employer brand.
Compliance issues become legal problems, adding fire to an already fragile system.
When your people systems are misaligned, the last thing you need is an inadequate solution—or a consultant who disappears after dropping off a strategy deck. You need a partner who sees the full picture and works alongside your leadership team.
Whether you're navigating a merger, managing a leadership transition, or addressing internal equity
challenges, I bring calm, structure, and clarity — so your people strategy is a source of strength, not stress.
Real Change Starts with the Right Partner
Kim Keating, Harvard MBA & Strategic HR advisor
Here are some of the urgent and complex challenges organizations bring me in to address, that are too costly to ignore:
Turnover doesn’t just drain your budget. It disrupts momentum and erodes trust. I help identify the real causes, improve engagement, and implement retention strategies that stick.
High Employee Turnover
High Employee Turnover
CHALLENGE #1
When performance expectations are unclear or feedback is inconsistent, teams underperform. I design systems with clear metrics, consistent coaching, and development plans that drive results.
Ineffective Performance Management
Ineffective Performance Management
CHALLENGE #2
Without a strong leadership pipeline, growth stalls. I help organizations build internal capacity, coach emerging leaders, and create succession plans that ensure stability and strength at every level.
Lack of Leadership Development
Lack of Leadership Development
CHALLENGE #3
The Talent Alignment Model™
My Method:
When these four elements are in sync, HR becomes a strategic asset. When they’re not, the cracks start to show, and everything from engagement to profitability suffers.
The Talent Alignment Model™ gives you the structure, language, and strategy to not only fix it but track real, measurable progress.
The process includes in-depth data analysis, stakeholder interviews, sentiment surveys, benchmarking, and a full review of your HR infrastructure. You'll receive a baseline alignment score and a strategic roadmap with measurable milestones to guide long-term success.
to create pay systems that are equitable, competitive, and tied to performance.
Compensation
to ensure your values are reflected in behavior, and not just in branding.
Culture
to establish pathways for development, promotion, and retention.
Career
to align the skills of your workforce with the realities of your business.
Competencies
Most consultants patch symptoms. I go deeper. The Talent Alignment Model™ is my proprietary framework for identifying the root causes of misalignment within your organization and building systems that support growth from the inside out.
We start by examining four essential areas:
- Megan Spencer, MHRM, SPHR, Vice President of Human Resources, The Y In Central Maryland
I had the passion and a vision for where I wanted to go, but I didn’t yet have the tools or confidence to get there. Kim changed that. Through her mentorship and coaching, she taught me how to lead with both heart and strategy. She helped me find my voice as a leader, one who advocates for others while staying grounded in purpose and clarity. Kim has a rare gift: she sees the bigger picture while never losing sight of the individuals who make up the organization. Her ability to approach challenges with insight, compassion, and a sharp analytical mind makes her not just a great coach but a truly transformative one. I’m a better leader because of her, and I’m deeply grateful for the impact she’s had on my journey
Working with Kim came at just the right time in my career.
Not at all. I’ve used the framework with organizations of all sizes. It’s designed to scale—whether you’re a growing nonprofit, a startup in transition, or an established company facing deep misalignment.
Is the Talent Alignment Model™ only for large organizations?
Most issues aren’t isolated. They’re rooted in how systems interact. I help organizations untangle and rebuild compensation structures, promotion processes, performance frameworks, and leadership pipelines that no longer serve them.
What kinds of systemic HR problems do you help solve?
It begins with a discovery call. We’ll talk through your current challenges, identify what’s not working, and determine whether this is the right partnership. If we’re aligned, I’ll create a custom proposal based on your goals and timeline.
How do we get started?
I don’t believe in handing you a slide deck and walking away. Once we align on your strategy, if needed, I help put it into practice by partnering with your team to execute the plan, troubleshoot in real time, and measure progress.
Do you only provide strategy, or do you help implement it too?
Frequently Asked Questions
What You’ll Walk Away With
This isn’t HR for HR’s sake. It’s transformation that moves the business forward.
Aligned people systems that connect directly to business goals
Clear frameworks for growth, compensation, and culture
Leaders equipped to make better decisions, faster
A more inclusive, resilient, and performance-driven workplace
What you won’t have anymore? Guesswork.
Let’s talk about what’s happening in your organization, what needs to change, and how I can help.
