Kimberly Paige-Smith

People-oriented and results-driven HR Business Partner with extensive experience driving organizational success and transformation — partnering with C-suite leadership to build innovative workforce solutions and optimize talent management across large-scale operations in manufacturing, distribution, and corporate environments. Track record of directing all aspects of HR operations, executing workforce planning strategies, and building positive workplace cultures through targeted organizational development programs. Expert in employee relations, talent gap analysis, and leadership development initiatives that enhance management capabilities while supporting succession planning.

History of navigating union environments, maintaining EEO/AAP compliance, and delivering executive coaching and HR analytics that drive real business results. Well-versed in full-cycle recruitment, competency-based selection, and talent acquisition across diverse industries and workforce sizes.

Human Resources Business Partner (HRBP) at Sylvamo (2022-01 – Present)

Serve as the strategic HR lead for multiple business units within a global paper manufacturing company partnering directly with senior leaders to align people strategy with business objectives. Manage employee relations, performance management, and organizational development programs across the enterprise while leading complex change management projects and optimizing talent deployment in a fast-moving, startup-style environment.

• Elevated leadership capabilities by designing and delivering executive coaching programs that sharpened decision-making, deepened managerial effectiveness, and accelerated readiness for senior roles across the organization.
• Optimized workforce performance through end-to-end HR initiatives spanning workforce planning, talent acquisition, and retention strategy directly reducing turnover and building a stronger talent pipeline.
• Strengthened succession readiness by building and implementing leadership development programs specifically targeted at high-potential employees, creating a more resilient organizational bench.
• Advanced enterprise goals by integrating HR programs that measurably improved employee engagement, team productivity, and long-term talent sustainability across all business units.

Human Resource Generalist at Home Depot Distribution Center (2020-01 – 2022-12)

Managed full-spectrum HR operations for a large, hourly distribution workforce covering talent acquisition, employee relations, compensation, benefits, and compliance. Delivered strategic HR insights to senior leadership through workforce analytics and data-driven planning. Served as the on-the-ground HR partner for both employees and operations leaders, translating workplace trends into practical solutions that reduced risk and improved performance.

• Strengthened workplace relations by building collaborative, trust-based partnerships between hourly associates and operations leadership reducing complaint frequency and improving day-to-day workplace dynamics.
• Addressed critical skill gaps across distribution operations by designing targeted talent development initiatives that built workforce capability and supported succession readiness over time.
• Elevated organizational leadership by creating and implementing programs that enhanced managerial effectiveness and prepared key contributors for expanded roles.
• Advanced employee performance and growth through structured coaching programs that directly improved individual contributions and strengthened team outcomes across the business.
• Improved employee engagement by partnering with leaders to refine work systems, address root causes of dissatisfaction, and align HR strategy with what the workforce actually needed.
• Resolved complex workplace conflicts by directing investigations, hearings, and disciplinary actions achieving fair, defensible outcomes that reduced complaints and protected the organization.

U.S. Talent Acquisition Stabilization Supervisor at United Parcel Service (UPS) (2019-01 – 2020-12)

Supervised recruiting, onboarding, and talent management operations across multiple departments and remote locations for one of the world's largest logistics companies. Advised business leaders on compliance, compensation, labor relations, and workforce planning while managing a cross-functional HR team and maintaining operational consistency across satellite locations.

• Supported 3,000+ employees by leading HR operations that improved workforce efficiency, reduced turnover, and maintained consistency across departments and satellite locations.
• Strengthened labor-management relations by building collaborative, trust-based partnerships with union employees and leadership in a Teamsters-represented environment reducing grievance frequency and improving day-to-day workplace dynamics.
• Increased staff performance through targeted training programs built around actual organizational priorities resulting in measurable improvement in team output and readiness.
• Boosted employee engagement by executing HR policies, benefits, and compensation strategies that employees could see were aligned with what the organization said it valued.
• Strengthened workforce productivity and culture by leading organizational development initiatives that had lasting impact on morale and retention across business units.

Human Resources Specialist at United Parcel Service (UPS) (2018-01 – 2019-12)

Led core HR initiatives including recruitment, training, and performance management. Advised employees and managers on HR policies, procedures, and system usage while supervising and mentoring HR team members. Collaborated with Benefits and Compensation on performance-linked programs.

• Resolved workplace conflicts within a union environment by directing mediations, investigations, hearings, and disciplinary actions achieving fair, defensible outcomes that reduced grievances and protected the organization.
• Promoted employee retention and reinforced corporate values by developing and launching recognition programs that gave employees a genuine reason to stay and contribute.
• Addressed skill gaps by designing training programs that meaningfully improved workforce competency and prepared employees for expanded responsibility.
• Optimized HR operations and recruitment efficiency by building consultative partnerships with key stakeholders changing how HR was perceived and used within the business.

Doctor of Business Administration – Walden University

Master of Business Administration in HR Management – Brenau University

Bachelor of Business Administration – Brenau University