The Why Behind Beacon
Why HR?
Someone asked me recently, “Why HR?” I realized I hadn’t thought about that question in quite some time.
I graduated from Boston University with a degree in Psychology, fascinated by what makes people tick but not quite sure where that interest would take me. I began working at the front desk of a busy outpatient physical therapy clinic and was quickly overwhelmed by everything there was to learn, especially when it came to insurance claims.
So I asked questions, took notes, and organized those notes into a three-ring binder with tabs. It became my lifeline, building my confidence and helping me genuinely enjoy my work. Soon, I was training new front desk employees, each with their own copy of my binder. This simple solution made work better for our team and created a better experience for our patients.
I was left wondering how I could turn this passion for making work better into a career. That path led me to HR, ultimately earning a master’s degree in Human Resource Management from Emmanuel College and landing my first HR role as an HR Generalist at The Ritz-Carlton, Sarasota.
The Foundation
I couldn’t have asked for a better place to begin my career. At The Ritz-Carlton, I was immersed in a culture built around excellence and, as an HR team member, became a steward of that culture. That experience taught me that excellence doesn’t happen by accident—it’s intentional, and it starts with your people.
The Credo card was at the heart of The Ritz-Carlton experience, shaping how we approached our guests, our work, and one another. In fact, I still have my original Credo card all these years later—a testament to its lasting impact and the kind of leader I aspire to be. One of its core beliefs was that the experience we want our employees to create for our guests must begin with the experience we create for our employees. When we lead with the same care, respect, and excellence we expect from our people, it carries through to the guest experience—and ultimately drives the business.
Seeing that connection firsthand shaped how I’ve approached HR ever since: making work better isn’t separate from business success—it’s part of it.
Putting It Into Practice
Nearly 15 years later, I’ve put that philosophy into practice across hospitality, higher education, manufacturing, and clinical research, including roles with the Mount Washington Resort, Stonewall Kitchen, and Maine-based CLYNK. I’ve built HR functions from the ground up, implemented systems, developed leaders, strengthened processes, and helped organizations navigate growth and change. I’ve worked at every level of HR, from the strategic to the nitty-gritty, always looking for practical solutions that work for both the people and the business.
In my most recent role as Director of HR at CLYNK, I helped transform a largely transactional HR function into a true strategic business partner. I established foundational policies and procedures, implemented a new comprehensive HRIS, and worked closely with leadership to align our people strategy with our business needs. The result was a stronger, more scalable HR function that reduced risk and helped position the organization for its next chapter—including a successful acquisition.
But through every role and industry, that original question has stayed with me…
How can we make work better?
It’s what inspired my career in HR, it’s what continues to drive my work today, and it’s why I built Beacon HR Solutions.
I believe small and midsize organizations deserve access to experienced HR leadership and practical solutions that help their people and businesses thrive—without necessarily needing a full-time HR leader. This is especially true here in Maine and along the Seacoast, where seasonal businesses play such an important role in our communities and economy.
Not every organization can—or should—be The Ritz-Carlton. The right approach has to fit the organization, its people, and its goals. My goal is to bring the right level of HR expertise, at the right time, to help organizations build better workplaces and stronger businesses.
This is the next chapter of that work, in a community my family and I are grateful to call home.
What It’s Like to Work With Me
My approach is collaborative, analytical, and adaptable. As someone with a high D/C profile on the DISC assessment, I’m driven by results while also valuing accuracy, thoughtful analysis, and high standards. That combination shapes how I approach my work: understand the problem, determine what needs to happen, and then get to work.
Getting to work doesn’t mean coming in to tell you how to run your business. My role is to bring an experienced HR perspective, offer thoughtful recommendations, and work alongside you to make informed decisions that align with your goals, culture, and values. I’m also willing to roll up my sleeves and tackle the difficult, mundane, or behind-the-scenes work that still needs to get done.
Ultimately, I want my clients to feel that they have someone in their corner—someone who brings perspective, practical solutions, and a willingness to help move the work forward and turn ideas into action.
The best way to understand what that partnership looks like is to hear from the people I’ve had the opportunity to work with:
“Kim took a struggling HR function and transformed it into a high-performing, strategic organization that delivered meaningful programs and measurable results. She developed and implemented CLYNK’s first formal performance management program, grounded in our company values and goals, ensuring that every employee received clear, actionable feedback based on both qualitative and quantitative measures. She also architected our first company-wide compensation strategy, creating much-needed structure and equity across the organization.
From strategic initiatives to day-to-day best practices, Kim strengthened every aspect of our employee experience. She is driven, accountable, insightful, and deeply caring, a rare combination. Any organization would be lucky to have her leading their people strategy and shaping their culture.”
— Bridget O'Brien, COO, CLYNK“I’ve been fortunate to report directly to Kim across two very different organizations, and in both, I saw firsthand the strengths she brings as a leader. She is an incredible problem solver and business partner who takes the time to truly understand the business, allowing her to see the bigger picture and make thoughtful recommendations that move the organization forward.
What sets Kim apart is that she doesn’t just offer advice- she rolls up her sleeves and helps make meaningful change happen.”
— Erika Palleo, former colleague at Stonewall Kitchen and CLYNK “Kim was instrumental as the HR Team Lead on CCGA’s transition from ADP to PeopleSoft, a long-term, highly complex initiative executed in collaboration with the University System of Georgia. Her ability to anticipate how decisions would impact the broader organization allowed her to proactively identify challenges, advocate for our institution’s specific needs, and find effective solutions, while her attention to detail, follow-through, and adaptability helped ensure a smooth implementation.
Kim also led the development and execution of a six-month Leadership Development Program for key faculty and staff, creating a thoughtfully designed, comprehensive program that kept participants engaged while delivering meaningful results. Both initiatives had a lasting positive impact on the college, continuing long after Kim’s departure.”
— Phyllis Broadwell, former AVP of HR & Auxiliary Services at the College of Coastal GeorgiaReady to Find Your Path Forward?
Let’s talk about your organization, your people, and where you’re headed.