VICTORIA KUEBLER, PHR, CCP, CBP

Victoria Kuebler is an experienced and highly skilled executive in human resource management, human capital development and strategic management. For over 20 years she has sought out, developed and implemented programs that not only optimize the return organizations realize from their human capital investment but also enable employees to find value in the organizations to which they commit.

Having served as an internal consulting resource for boards of directors, c-suite executives and senior managers in a number of diverse industries, Victoria is well practiced in aligning human capital with the strategic direction of an organization. With her broad background in finance, economics, management, regulatory compliance, employment law, mergers and acquisitions and employee relations, she quickly assimilates an organization’s operations and culture. This “insider’s” perspective allows her to recommend programs and solutions that fit each unique situation.

Victoria is passionate about finding value in vision and her greatest strengths are focusing on business results by uncovering purpose and linking individual contributions to the bigger picture. She is systemic and systematic in her approach to human capital development yet keeps the global vision with a laser-like focus on desired results. 

Specializing in a holistic, strategic approach to human capital, Victoria guides organizations from the inception of a human capital vision to the ongoing implementation and monitoring of tactical “people” initiatives. She knows the right people in the right place with the right skills at the right time drive increased value to the bottom line. 

Victoria’s hallmarks are clarity and simplicity. Put clearly and simply, her approach to human capital alignment is about planning the work and working the plan. And the ultimate success of planning efforts is determined by alignment of human capital around global vision. 

Human Capital planning is about identifying, developing and using critical skills such as communications, team building, hiring, and performance management. To help organizations develop and strengthen their competencies in this area, Victoria draws upon her considerable experience and expertise in:

• Human Capital Development
• Human Resource Management
• Communications
• Team Structures and Processes
• Organization Environment and Culture
• Strategic Management
• Plan Design and Development
• Plans within the Plan
• Strategy Alignment
• Crucial Metrics and Reporting
• Environmental Scanning
• Leadership Competencies
• Strategic Thinking
• Accountability
• Innovation and Idea Management
• Process-Disciplined Leadership
• Performance Management
• Employee Engagement
• On-boarding
• Succession Management
• Career Development
• Recognition and Rewards

Victoria has been instrumental in helping organizations build alignment and navigate change as these following examples outline:

• Leading a team of human resource professionals, senior executives and operations managers, developed and implemented a multi-year Human Capital plan aligned with the strategic plan for a large regional financial institution. The plan pursued maximization of competitive advantage through the key strategies of training, communication, team work, innovation, recruitment, and performance management. As outcomes, the plan’s key competency areas included skilled communication, lifelong learning, service orientation, organizational alignment, problem-solving, self-management, and diversity.
  
  
• Working with department heads and line managers, implemented an organizational accountability program. The program and training focused on tying specific accountability, responsibility and empowerment actions to individual performance. The program provided a visible and clear line of sight from every position within the organization to the organization’s strategic vision.
  
  
• Working with the CEO and a team of senior managers from a service-focused organization, led strategic thinking, brainstorming, and creativity sessions to re-position future operations in line with future vision and to generate a well-spring of innovative, income producing ideas. In conjunction with these sessions, developed and implemented a usable and accessible idea management system to maintain, filter and prioritize the generated ideas.
  
  
• Partnering with the senior leadership team to adopt and utilize strategic communications technology which maintained real-time information, updates and progress on the organization’s strategic plans and crucial success metrics. This technology become the primary communication vehicle and information archive for all strategic initiative teams and was used to report plan progress to the organization’s Board of Directors, managers and employees.
  
  
• Working with a multi-disciplined due diligence team for a rapidly growing start-up, performed in-depth human resource analysis of numerous acquisition potentials providing detailed due diligence reports and recommendations on areas of synergies and concerns. Post acquisition, developed and executed integration plans for over 3,000 employees in 250 locations nationwide into the culture and human resource programs of the parent company.
  
  
• Working as an internal consultant, executive and senior manager leading departments of human resource and training professionals, developed and managed the programs and practices in all human resource functional disciplines including employee relations, compensation, benefits, recruitment, risk management, and training and development. Established the objectives and overall direction of these departments in accordance with the strategic direction of the organizations, sound business practices and federal and state employment laws and regulations.