Caitlin Weiser, aPHR

Senior Consultant


University:
  • Rocky Mountain College of Art and Design- BA, K-12 Education
Certifications:
  • Human Resources Certification Institute – Associate Professional in Human Resources (aPHR)
Caitlin made the intentional pivot into Human Resources consulting after a decade of managing multiple high-volume retail stores on the East and West coasts. She has proven success in building high-performing teams from the ground up, navigating sensitive employee issues, creating and facilitating leadership training curriculum, and overseeing large-scale recruitment efforts. Being no stranger to a rapid, ever-changing environment, Caitlin understands the nuances of implementing organizational change and uses her expertise to strategically guide clients through the ideation, development, and execution of impactful, scalable HR solutions. Caitlin is passionate about helping small businesses stand out in the recruitment space to attract top talent. Whether it’s defining their employer brand, creating core values that tell a story, or handling technical recruiting for niche, need-to-fill roles, Caitlin is ready to put in the work to help clients hire, and retain, the right people to achieve their business goals.  Outside of work, you can find Caitlin in the gym training for her next powerlifting meet, grabbing a bagel on her way to the beach, or snuggling with her cats Mila and Taki.


Selected Project Roles

Tech Startup Outsourced HR:

Served as the HR Manager for a rapidly scaling tech startup, helping them grow from 10 to 65 employees over 18 months. Partnered with the senior leadership team to create and implement strategic HR processes aligned with business goals. Ensured legal compliance across 21 US states and all Canadian provinces by auditing and updating the employee handbook, developing internal HR policies and employee programs, and guiding sensitive employee-related communications. Transformed a flat organizational structure by defining functional areas, updating employee titles and job responsibilities, identifying middle managers, and providing training and guidance to newly promoted people managers. Introduced a regular performance management process and oversaw year end compensation initiatives including employee increases, incentive compensation, deferred profit sharing, and safe harbor. Was the first point of contact for employees with HR questions and maintained a relationship with employment counsel for employee relations issues.

Full Cycle Technical Recruiting:

Managed the technical recruitment for a 100% remote tech startup through full-service Recruitment Process Outsourcing. Defined the company’s compensation philosophy and created a salary structure using internal and external data points. Identified key roles and anticipated future hiring needs through regular workforce planning with senior leadership. Updated job descriptions to communicate employer brand and partnered with functional area managers to identify the core competencies and technical requirements for open positions. Quickly gained a strong understanding of technical programming languages, platforms, and systems to vet candidates in the initial screening process. Implemented onboarding process for full-time employees and contractors, including 30/60/90 day onboarding and HR check-ins for full-time employees 

Core Values & Employer Branding:

Initially charged with managing Recruitment Process Outsourcing for a boutique in-person tutoring company who was having trouble attracting candidates. Quickly identified gaps in the recruitment process and the need for an employer branding overhaul. Updated job descriptions to communicate their unique place in the talent market, conducted engaging screening interviews, and ensured consistent, timely candidate communication. Streamlined an over-complicated, sporadic recruitment process by creating process documents, email templates, and competency-based behavioral interview questions. Conducted interviews with the business owner to establish company-specific core values and introduced them to the current workforce through training sessions. Improved the new employee onboarding process through implementing e-signature for new hire documents, creating training materials and videos, updating employee file organization, and introducing employee-specific onboarding schedules.

The Results

Construction and Contracting

A commercial roofing contractor was in hyper growth mode. They had goals to increase their field workforce to expand their service area to additional states and geographical locations. If they were to grow their field workforce, they would also need to increase their administrative, operational and sales headcount to support the additional workload created by increased field work. Additionally, they were challenged in workforce retention and development, experiencing high turnover, and did not have a dedicated Human Resources professional to manage employee relations and compliance issues that come with trying to scale a business.

See The Full Case Study

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