Hampton HR Consulting is a professional company focused on helping organizations, large and small, in addressing all human capital needs from determining current and future staffing needs through ensuring access to the tools needed to ensure professional development.
After spending many years working in the public sector as an accountant, I realized that my impact could be more profound if I served in a different area. In an effort to gain professional legitimacy in HR, I returned to school, eventually completing a master’s degree in HR and a doctorate in Public Administration (DPA). Simultaneously, when presented with the chance to make a change, I moved into the Equal Employment Opportunity (EEO) function and began conducting investigations of unlawful discrimination as well as working to ensure compliance with the many and vast number of disability laws within the state of California. I quickly moved up through the HR ranks from the position of analyst up to the position of Vice Chancellor of Human Resources (HR) and Employee Relations at the time of my retirement from public service. Finally, after relocating during COVID-19, I worked as the Chief of People Operations for a non-profit before finally deciding to launch my own consulting firm and pursue my desire to share knowledge and experience in HR with others, as it is necessary to ensure those HR practitioners coming up behind me are equipped with knowledge, skills, and abilities to effectively serve.
It was not util I decided to move into EEO and HR that I realized the true call that had been placed upon my life. I also understood the importance of the HR function in the most effective organizations were strategic partners with HR. Furthermore, I recognized the importance of being granted the privilege of working to bring employees into the organization and ensuring their needs are meet, so as to make certain they are laser focused on the task for which they were hired. Finally, the goal was always to create an employment dynamic where an employee could remain for the entirety of their career.
Along the way in my HR journey, I developed expertise in the following areas:
Employee Relations
Labor Relations
Policy Development
Training and Organizational Development
Classification and Compensation
Recruitment and Selection
In addition to the above, and as part of the requirement to complete my doctoral studies, I conducted a phenomenological study which focused on workplace bullying and the HR response. At the time of the study evidence showed that Hr was able to successfully resolve complaints of bullying. Unfortunately, in most cases, not only was HR unsuccessful, but the victim of bullying was routinely subjected to adverse employment actions, up to and including termination. To better understand, I conducted my study. Ultimately, it was concluded that HR was just as “afraid” as the victims in appropriately addressing acts of abuse. I was also then able to establish that because organizational climate is informed by, and a product of, the leadership, instability in said leadership will result in environments that are ripe for bullying. Finally, it was determined that he means by which to most effectively combat bullying is through leadership. They must set the standard of behavior and accept nothing less. There must also be accountability and consequences for failing to meet organizational standards and expectations for behavior.
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