Kirk Sloan is a Consultant for the Human Resrouces Technology Consulting (HRT) Practice of Gallagher's Human Resources and Compensation Consulting group. Kirk helps employer organizations identify, choose and implement benefits administration and human capital management platforms to enable a more effective and capable HR function. His team-oriented mindset, problem-solving expertise and ability to lead project teams consistently results in a successful deliverable for Gallagher clients.
Kirk brings a diverse and informed perspective to HR technology consulting engagements. During his 15-plus years of experience in the HR and HR technology industries, he worked for multiple stakeholder groups, including employer organizations, industry service providers, HR technology consultants and a healthcare provider. The resulting multi-faceted viewpoint enables Kirk to build productive relationships among all players, creating win-win outcomes that support an organization's people strategy.
Before joining Gallagher's HRT Practice, Kirk operated a self-owned HR technology and operations consulting practice, advising clients in HR leadership, HR technology and change management. This experience and previous positions provided Kirk with substantial hands-on knowledge of a broad spectrum of HR technology solutions and a deep understanding of how they support HR best practices. He has worked with clients ranging in size from less than 500 to more than 10,000 and conducted Requests for Proposals for contracts of all sizes, including one exceeding $1 million for HR technology services.
Kirk holds a Bachelor of Science in Psychology and a Master of Human Resources and Industrial Relations from the University of Illinois in Urbana-Champaign.
- Successfully establishing and growing a self-owned HR technology consulting business, working directly with senior employer leadership to achieve objectives associated with the organization's people strategy
- Extensive track record of cooperatively resolving issues on behalf of service providers and employers through root-cause identification of chronic HR technology problems and best-in-class strategy execution
Developing HR operational infrastructure to support best practices in system and employer management resulting in an increase of employee self-service from zero transactions to 95% company-wide use of HR systems