In an insightful dialogue with CanadianSME Small Business Magazine, Kim Tabac, a luminary in the field of Human Resources, delineates her evolution from spearheading HR at prominent corporations like Deloitte Canada and League Inc., to pioneering her own consultancy firm. Kim underscores the pivotal role of HR in driving organizational excellence, leveraging her rich background to highlight strategic HR practices essential for small and medium-sized enterprises (SMEs) to flourish. Her entrepreneurial leap was inspired by the recognition that SMEs could greatly benefit from tailored HR expertise, particularly in areas of compliance and performance enhancement. Her tenure as the Chief People Officer at League Inc. showcased her adeptness at nurturing a culture conducive to growth, despite the challenges of scaling. Kim’s guidance for SMEs stresses the necessity of cultivating a purposeful culture, adopting forward-thinking hiring practices, and accommodating the modern workforce’s demand for flexibility. Through her consultancy, Kim aspires to equip SMEs with the tools to navigate HR complexities, crafting bespoke strategies that propel them towards sustained success.
Kim recognized early on that people are the superpower that distinguishes great organizations, and a career in Human Resources would allow her to make an impact that mattered. Most recently, she was the Chief People Officer at League Inc. where she seized the opportunity to scale the enviable League employee culture, while quadrupling the size of the company in North America and Internationally. Prior to that she served as Partner and Chief Talent Officer at Deloitte Canada, where she helped establish the organization as a leader in diversity and inclusion and delivered the firm’s widely recognized Talent Value Proposition.
Kim is regularly featured in leading HR, business and technology publications and is sought after as an expert speaker on a broad variety of topics including: Employee Experience, Employment Branding, Employee Health and Wellness and Diversity Equity & Inclusion (DEI). She holds a B.A. in Sociology from McGill University and has her CHRP, CHRL, and CHRE designations. She is fluently bilingual in English and French. Kim currently serves as a CHRO, Executive in Residence at MaRS Discovery District, Momentum Program where she is supporting executives at high-growth companies scale to $100M in revenue.
Kim lives in Toronto, Canada with her husband, three teenage children and one very spoiled golden-doodle named Chelsea.
Can you share how your experience as a senior HR leader at large organizations influenced your decision to embark on your own business venture?
Shifting gears from my role as a senior HR leader in larger organizations to entrepreneurship was a conscious decision fueled by a desire for more direct impact. The journey into smaller business began when I took on the challenge as the first Chief People and Culture Officer for an early-stage startup. The experience was not only thrilling but also opened my eyes to the potential for making a meaningful and direct impact unlike any that I had ever experienced in large organizations.
What became clear to me was that I wanted to continue making an impact by sharing my HR expertise. Understanding the budget constraints of small and medium-sized businesses in hiring executive-level HR support on a full-time basis, I recognized an opportunity to contribute where it truly mattered. I firmly believe that a robust people and culture strategy is a game-changer for businesses of any size.
The diversity of work, coupled with the privilege of collaborating with clients from various industries and across multiple regions, brings a unique sense of fulfillment to my professional life.
In what ways do you believe your recent role at League Inc. equips you to guide small and medium-sized businesses towards growth and success?
My experience as the first Chief People and Culture Officer at League Inc. was a transformative one, uniquely equipping me to guide smaller businesses toward growth and success.
At League, I faced the challenge of building from the ground up with limited resources, demanding a level of creativity I hadn’t experienced before. This constraint inspired me to simplify processes, creating programs that were not only easy to use and roll out but also scalable and adaptable to evolving business needs, all while maximizing impact.
Working in an environment of constant change taught me the importance of agile planning and frequent reassessment. The need to pivot and adapt became second nature, providing valuable insights into navigating the unpredictable nature of the business world.
Perhaps one of the most crucial lessons was recognizing the value of hiring highly talented people with a “figure it out” mentality. In order to be successful in a scaling tech company, or any high growth company, hiring experts in overcoming challenges, who thrive in ambiguity, and are both adaptable and resourceful is the key to success.
How can small to medium-sized businesses benefit from incorporating senior-level HR expertise into their strategies?
Small to medium-sized businesses stand to gain significant advantages by incorporating senior-level HR expertise into their strategies. All businesses, regardless of size, are advantaged by HR in two key ways – ensuring compliance and driving high performance. Partnering with an HR professional to establish foundational people and culture programs not only ensures compliance within a complex regulatory employment environment but also lays the groundwork for scalability, delivers an exceptional employee experience that acts as a magnet for top talent, and drives overall company performance. It’s not just about ticking boxes; it’s about creating a thriving, high performance workplace that is also compliant with all local, provincial, and federal regulations.
For companies that may not have the budget or need for a senior HR leader on a full-time basis, fractional work offers an excellent solution for both areas of focus. A fractional HR executive allows businesses to access expert leadership precisely when they need it, addressing key issues and navigating challenging problems without the commitment of a full-time hire.
There’s value in bringing an external perspective to the table. A senior HR professional with a diverse background can offer fresh insights, drawing from experiences beyond the industry or market. This external viewpoint can be a catalyst for innovation and problem-solving, providing a broader perspective that contributes to better decision-making.
Incorporating senior-level HR expertise isn’t just about meeting compliance standards; it’s about fostering a culture of high performance and delivering an exceptional employee experience. The impact on your business’s growth and success can be truly transformative.
From your HR perspective, what are the critical areas of focus companies, regardless of size, should prioritize to ensure their workforce thrives?
From my HR perspective, there are critical areas that companies, regardless of size, should prioritize to ensure their workforce thrives:
Culture: Culture isn’t just a buzzword; it’s a living, breathing reality, shaped by your employees. It defines the values and expected behaviors within your company, influencing how work is done. A distinctive and positive culture acts as a magnet, attracting and retaining top talent that aligns with your mission. It’s not just about perks; it’s about creating an environment where employees feel a genuine connection to the company’s values.
Purpose: In today’s landscape, employees seek more than just a paycheck—they are drawn to employers with a clear sense of purpose. When employees feel aligned and passionate about the company’s mission, they become dedicated contributors who are willing to go the extra mile. This sense of purpose transcends monetary considerations, with employees often prioritizing meaningful work over higher pay. Investing in a purpose-driven approach not only boosts employee satisfaction but also fosters adaptability and innovation.
Rethinking Hiring Practices: The advent of AI has revolutionized our approach to work. It’s time to shift our hiring focus from past experiences to skills and a “figure it out” mentality. The pace of change in the way we work is unprecedented, and hiring people with the ability to adapt and transform is crucial. Embracing this mindset ensures that your workforce remains agile in the face of evolving challenges and industry dynamics.
Flexibility: The landscape of work has undergone a seismic shift, especially in the aftermath of the pandemic. Covid has reshaped employee expectations and prompted companies to rethink talent acquisition on a global scale. The ability to hire from anywhere has become a strategic advantage. Employees now prioritize flexibility and value a harmonious balance between work and life. Offering flexible work arrangements, be it remote work options, flexible hours, or hybrid models, demonstrates an understanding of the evolving needs of the workforce. It not only attracts top talent but also contributes to employee satisfaction and overall well-being.
Based on your extensive career and transition to entrepreneurship, what key piece of advice would you offer to professionals contemplating starting their own HR consultancy?
Drawing from my career and entrepreneurial journey, here’s some advice for professionals contemplating starting their own HR consultancy:
Take every call: In the initial stages, it’s easy to underestimate the potential of every interaction. I’ve found that some of the most unexpected calls in my first year blossomed into valuable referrals. Building a diverse and supportive network is a strategic move that can drive substantial referral business. You never know where your next lead or partnership might originate, so stay open to unexpected opportunities.
Say yes whenever you can: Every experience, no matter how small or unconventional, is a learning opportunity. Saying yes not only broadens your skill set but also opens the door to forming strong connections. Happy clients are not just satisfied customers; they become passionate ambassadors for your brand. Word of mouth is a powerful tool, and those positive experiences can lead to a ripple effect of referrals and brand advocacy.
Always add value: In every interaction, ask yourself, “What can I do for this person?” Whether it’s networking, providing advice, or sharing valuable insights, aim to make a positive impact. Adding value consistently builds your reputation as a resourceful and helpful professional. This mindset not only fosters meaningful relationships but also positions you as someone others want to collaborate with and recommend.
