About Shaleena Brown, MBA-HRM, sHRBP, PHR, SPHR
After going on what felt like a thousand interviews upon graduating with a bachelor’s degree in Communication-Shaleena found her niche in HR when she began interviewing the interviewers. Her appetite for wanting to learn more about the internal employee experience, cultivated into wanting to learn more about the process in general. This drive pushed her towards obtaining her MBA in HR Management. While in her sophomore year of graduate school (2010)-she pushed for the HR Manager position at her current company and the dream took off from there.
Our Core Values Consist of the Following...
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TRUST
Being relatable and approachable, with the highest level of ethical degree
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EXCELLENCE
Providing best practice solutions, new ideas and innovative ways of thinking
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RELATIONSHIPS
Cultivating partnerships at every level
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COLLABORATION
Implementing and maintaining a “Win as One” approach within the organization
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RESULTS
Providing measurable data that can deliver quality results
MISSION
Studies show as high as 96% of small businesses operate without HR support. The goal is to change this dynamic by developing and managing value-added human resource policies and procedures and provide expert consultation. In doing so, this allows the company to operate at its fullest potential, while Brown HR Consulting Firm focuses on its most valuable resource-its PEOPLE!
VISION
Our vision is to become a trusted partner in HR Management, while helping employees craft their talents and skills and use them to add individual value, as well as strategically impacting the organization’s bottom line.
Areas of Expertise
Organizational Development
Organizational development (OD) is the process of improving an organization's effectiveness by strategically assessing and transforming its structures, processes, systems, and culture to align with its goals.
HR Strategy & Procedures
HR policies are the established rules and formal guidelines for managing employees and operations, while HR procedures are the detailed, step-by-step instructions on how to implement those policies.
Change & Risk Management
Change Management (focusing on the people side of change) and Risk Management (anticipating threats and uncertainties) are distinct but complementary processes that work together to ensure successful organizational transformations.
Data Auditing & Integrity
Data Auditing involves reviewing and verifying data for accuracy and completeness, while Data Integrity refers to the data's trustworthiness and reliability.
Facility Management
Facility Management integrates people, processes, and infrastructure to ensure the functionality, comfort, safety, and efficiency of buildings and facilities, ultimately supporting the organization's core business and enhancing the quality of life for its users.
Employee Relations Programs
Employee Relations Programs focus on building and maintaining a positive, productive, and trust-based relationship between employers and employees through various initiatives like clear communication channels, fair policies, conflict resolution processes, and employee engagement activities.
Training & Development
Development and Training are complementary, long-term and short-term processes, respectively, that enhance employee knowledge, skills, and capabilities for organizational and individual growth.
Operations Management
Operations Management is a critical business function responsible for designing, overseeing, and controlling the processes that create a company's products and services.
Succession Planning and Programs
A comprehensive Succession Program involves identifying key positions, developing potential successors, and creating tailored development plans with mentoring and practical experience to prepare them for future leadership roles.
Policy and Performance Assessment
Policy and Performance Assessments systematically evaluates a policy's effectiveness in achieving its goals, using performance metrics to measure results and inform improvements.
Recruitment & Selection
Recruitment is the process of generating a large pool of qualified candidates for open positions by attracting and advertising to potential applicants. Selection then involves evaluating that pool of candidates to determine who is the most suitable fit for the role, a process that narrows the candidate numbers down to the best choice.
Compensation & Benefits
Compensation and Benefits are the total rewards employees receive from their employer in exchange for their work, including direct financial payments like salary and bonuses (compensation) and non-monetary perks such as health insurance, retirement plans, and paid time off (benefits).
