KELLI STOWE, SPHR

• Lead HR strategy within vertically integrated PEO model supporting startup, growth-stage, and established organizations
• Continue strategic partnership across organizations previously supported prior to PEO transition, ensuring continuity of workforce strategy, compliance posture, and talent infrastructure
• Advise executive leadership across multiple client companies on workforce scaling, talent risk mitigation, and organizational design
• Translate complex regulatory, payroll, and benefits infrastructure into scalable people programs for high-growth companies
• Partner with founders and executive teams on workforce planning aligned to funding cycles and growth strategy
• Identify cross-client workforce trends and develop scalable HR solutions across industries

• Translated early-stage founder-led people processes into sustainable HR infrastructure supporting long-term organizational scalability
• Partnered with founders/executive leadership to design and build HR function from early-stage startup foundation through scalable operational structure
• Established core HR infrastructure including policies, compliance framework, employee relations protocols, and performance management structure
• Designed and implemented foundational recruiting, onboarding, and employee lifecycle processes to support workforce growth
• Built manager training and leadership enablement programs to support first-time people leaders in startup environment
• Implemented risk mitigation strategies aligned with rapid hiring and operational expansion
• Served as strategic advisor to founders and leadership on workforce planning and organizational design during early growth phases
• Created scalable HR policies and internal controls to support regulatory compliance while maintaining startup agility

• Supported people strategy during rapid growth within startup healthcare workforce technology organization
• Partnered with executive leadership to build scalable HR infrastructure to support rapid multi-state expansion
• Helped evolve HR processes from early-stage operational workflows into scalable enterprise-ready people programs
• Partnered cross-functionally with product, operations, and technology teams to align workforce data with business performance and platform utilization
• Supported distributed workforce exceeding 10,000 employees across multiple states and regulatory environments
• Led complex employee relations strategy in high-growth, fast-changing startup environment while maintaining strong compliance posture
• Provided change management support during organizational scaling, leadership transitions, and operational restructuring
• Helped mature people operations from startup execution stage into structured, scalable HR infrastructure supporting continued growth
• Continued strategic partnership through transition into PEO-supported operating model, supporting continuity of workforce strategy and compliance posture

• Led recreation and modernization of HR department infrastructure to support organizational growth and evolving regulatory requirements
• Rebuilt HR policies, compliance frameworks, and employee relations structure to align with clinical research regulatory standards and multi-state workforce requirements
• Partnered with executive and clinical leadership to align workforce strategy with research operations, site growth, and study demand

Acting Operational / Site Leadership Support

• Served in interim operational leadership capacity supporting site-level clinical trial operations during leadership gaps
• Supported clinical trial protocol development, operational workflow documentation, and regulatory-aligned process design
• Partnered with clinical and research leadership to ensure workforce readiness aligned with trial timelines and sponsor requirements

Strategic HR Leadership

• Led workforce planning and talent strategy supporting clinical research operations and study expansion
• Used workforce analytics to identify performance, retention, and engagement trends impacting research productivity
• Led employee relations, compliance, and workforce planning across regulated healthcare and research environment

• Planned, developed and implemented a variety of human resource functions to support operational objectives
• Developed and maintained equal employment opportunity programs, including affirmative action and glass ceiling planning and administration
• Facilitated group processes and enabled and encouraged employee involvement, problem solving, targets and best practice concepts
• Prepared and managed departmental budget
• Conducted annual ethics, health care, safety or other training meetings as required

• Partnered with leadership across North American operations to align HR strategy with business performance and customer service delivery
• Supported large-scale workforce operations and change initiatives across multi-site customer service environments
• Supported Newell’s North American Customer and Consumer Contact Centers, including Canadian office and Domestic Operations within the Writing Segment
• Re-organized CS roles concurrently with implementation of new customer CS interface tools and consolidated roles performing duplicate and non-value-added activities
• Managed facility ramp up including management of over 500 contract workers and internal staffing agencies

• Directed full-site HR operations supporting manufacturing workforce including talent acquisition, compliance, employee relations, and safety programs
• Served as strategic HR partner to plant leadership team driving workforce planning and organizational effectiveness initiatives
• Implemented change management initiatives improving employee morale and engagement metrics
• Led compliance strategy across FLSA, FMLA, Workers Compensation, and safety regulatory requirements
• Created change management initiatives that increased employee morale by at least 60%
• Generated and implemented monthly safety initiatives to improve OSHA DART incident rate and decrease WC claims
• Led the Safety Steering Committee/Plycem Safety University

• Built and launched agency’s first formal HR department and compliance infrastructure
• Developed HR policies, internal controls, and compliance programs supporting federal and transportation regulatory requirements
• Partnered with executive leadership and Board of Directors on workforce strategy, organizational risk management, and compliance oversight
• Appointed as Compliance Officer for agency’s DBE, EEO, AA, Drug and Alcohol, and Title VI programs
• Collaborated with DOT, FTA, OFCCP and other federal agencies
• Piloted a company-wide salary survey that led to the implementation of a competitive salary structure
• Evaluated RFPs, RFQs, bids, and contracts for HR and Operational projects and initiatives
• Served as a consultant to the Board of Trustees and small business owners

• HR Business Partner for Merto Nursing, a home health care agency
• Recruiter/On-Site Supervisor for Debbie's Staffing Services