Kelley Zanfardino
Kelley Zanfardino
Ride the Highway of Strategic HR to Success

My background includes over 15 years of experience in the Human Resources field working with companies in several industries and holding positions including HR Assistant Workers’ Compensation Administrator contract work with various companies HR Specialist Manager, Employee Relations and Services

I have over 20 years of experience in the Human Resources field working with companies in several industries and holding positions including: HR Assistant; Workers’ Compensation Administrator; HR Specialist; Manager, Employee Relations and Services; Owner of an HR consulting company (Your HR Pro). In the past five years I have held the following positions for the nation’s leading Professional Employer Organization (PEO), Insperity: Senior HR Specialist, MidMarket Strategy Consultant and Western Regional MidMarket Team Manager. I hold a Bachelor of Science in Business Management from the University of Phoenix, a Masters of Business Administration (MBA) from the University of Redlands, certification as a Senior Professional in Human Resources (SPHR), as well as a California Certification (-CA). I am a member of the Society for Human Resource Management (SHRM), Northern California Human Resources Association (NCHRA), and I serve on the HRCI California Certification Test Prep team as an item writer for upcoming exams.

I currently work for Insperity as the Western Regional MidMarket Team Manager, where I lead a team of human resource professionals that service Insperity’s Western Regional MidMarket clients with an employee base of 150 and larger. I’m a voracious reader and in my free time I write fiction. My husband and I have a Harley that we ride – the longer the ride the better! We both dive and like to travel.

 

All insights by  Kelley Zanfardino
Make It Harder for Top Talent to Leave: Employee Development Programs Content type: Insights

When employees believe they are valued and that their employer is willing to invest in their professional development; in turn, they are less likely to leave.

 Turnover Data Paired with Exit Interview Data Will Give You a Wealth of Information Content type: Insights

Exit interview data identifies and can possibly reduce the high cost of employee turnover.

 Your Turnover Data is More Than Just a Number Content type: Insights

Turnover data is an important tool that can be used to help determine the overall health of your organization.

 Recruiting Budget Cut? Alternatives for Recruiting in a Down Economy Content type: Insights

Recessionary periods pose particularly difficult challenges for recruiting top talent, simply because of cash-flow deficiencies.

 Use a Career Development Path to Keep Your Employees Engaged Content type: Insights

It’s imperative for employers who want to grow their business to create career development paths for employees to take advantage of in order to keep them engaged.