30-Year HR Veteran Retires from City of Tallahassee
Jeanne Kimball began her human resource career working for the State of Florida's Comprehensive Employment and Training Act (CETA) program in 1976. In 1979 she was hired as a Senior Personnel Technician managing the Public Service Employment component of the City of Tallahassee's CETA program. Then in 1981 she began working for the City of Tallahassee's Employee Relations Department, where she worked in benefits administration and management information systems. Jeanne was promoted to Personnel Officer in 1987. Reflecting changes in the industry, the department's name was laterchanged tothe Department of HumanResources. Jeanneretired as a Human Resources Programs Manager.
Jeanne is a graduate of the University of Florida where she obtained a Bachelors degree in English and teacher certification at the secondary level. She obtained certification as a Senior Professional in Human Resources (SPHR) in 1996 and has successfully recertified consistently since then. Following graduation from college in 1971, Jeanne, her husband and newborn son, moved to Tallahassee. Shortly thereafter Jeanne obtained her first job as a receptionist for Killearn Properties.
Jeanne has been married to her husband Brian for 38 years. They have two children, Geoffrey of Tallahassee, FL and Jennifer of Jacksonville, FL. She is excitably awaiting the arrival of her first grandchild, Ethan Laine Weinberg, son of Jennifer and husband Troy. Jeanne grew up in a large family with five brothers and two sisters. She was born in Pensacola, FL and in military family fashion, moved about every 3 to 4 years. Her father was a retired Naval Captain.
Jeanne has been an active member of Big Bend SHRM since 1986. She has served in all positions on the Executive Board, including President in 1996. Throughout her years of service, Jeanne has been a dedicated member serving as Director of College Relations, Director of Legislative Affairs, Chair of Community Relations and as a member of multiple support committees such as HR Tallahassee.
In addition to her support of our organization, Jeanne also finds time to give back to other local organizations. She is a past member of the board of directors for Refuge House and Big Bend Leadership Network. She is also a founding member of the Oasis Center for Women and Girls and has been a volunteer with United Way, The BEND (Begin Exploring New Directions) Program and Habitat for Humanity.
During a recent interview, we asked Jeanne to respond to the following questions regarding our profession and our organization to provide insight.
Can you describe how Big Bend SHRM has changed throughout your membership?
I have watched the organization grow from about 30 members to over 200. We used to feel good about having 15 people at a monthly meeting, and now you regularly see 80 to 90 people at a meeting.
In the old days, it seems we recycled the "typical" topics about once every two years and now the monthly meeting topics are leading edge, contemporary and they have immediate relevance to the work we are doing every day. You don't see a topic being repeated unless laws and/or application have changed and its determined that an update is needed.
When I was first involved with the local chapter, we didn't really do anything at the state level. The incoming president was sent to the SHRM leadership conference and that was about it. Big Bend SHRM is now very involved with the state chapter; with members serving in state level positions and a large contingency of members attending the state conference, over 40 people attended last year.
I see a much larger number of members actively involved on committees and with chapter activities. In the "old" days, there would be a committee chair and maybe one other person working with the chair. Now you see 5 to 10 people serving on various committees and everyone contributing to the mission of the organization.
There is a different sense of energy and enthusiasm from the current membership. I find the spirit of the organization to be almost "electric". I think our energy level in the past was more in the realm of a steam engine....we chug, chug, chugged along while expending a lot of fire and fuel to get where we needed to go.
General membership and the make-up of the board and committees are more diverse - both from a gender and racial perspective. I think the quality of the chapter's programs, the chapter's broader scope of involvement, and the relevance of activities have benefited from this diversity.
What is your opinion of what you have seen change in the human resource profession over the past 30 years?
There has been a radical move to electronic processing, record keeping, data maintenance and analysis. Research that used to take weeks can now be done in hours, if not minutes. Everything that you need to know about an employee is at your fingertips. You can go to the Internet and research any topic. You can conduct surveys by email. You can chat, and use Twitter, Facebook, Plaxo, and LinkedIn and only you under 30 year olds know what else!
Things have become hugely complex and the reach of HR issues has expanded into areas that could not be imagined in the past. Things like FMLA and now Military Family and Caregiver Leave; programs and accommodations for people with disabilities, and the very large scope of things that fall under newly modified definitions of disability; the challenges of different generations working together; and of course....this country's economic trials....all contribute to the multifaceted work of HR. We now concern ourselves with our employees' physical and mental health, instituting wellness and employee assistance programs. We have realized the need to reward and recognize good work, and to create work environments that are sound and safe. And as we strive to be a leading edge employers, we look at onsite day care and fitness centers and counselors and massage therapists and dry cleaning pick-up, etc., etc.
But some things haven't or shouldn't change. HR professionals must insure that a company's "people" resources are managed with the same care and attention as is given to the bottom line and physical resources. While it is important that we are a strategic player on the management team, we must never lose sight of our responsibility to be a champion for and protector of employees. We can never stop working to insureemployees are treated respectfully and fairly.
When asked what her plans are for retirement, Jeanne joyfully exclaimed, "Acclimating to becoming a grandmother!" She plans to travel and visit family throughout the eastern part of the country and Jeanne may sign-up for some art classes too. She plans to stay involved with Big Bend SHRM and to do more volunteer work.
Congratulations on your retirement Jeanne and thank you for your years of dedication not only to our organization but to our entire profession!