Today we’d like to introduce you to Andrew Loomis.
Hi Andrew, please kick things off for us with an introduction to yourself and your story.
I started out in “Marine Personnel” and learned Labor Relations and employee relations working with US Merchant Marine. After nearly a decade, I accepted a role with a manufacturing company in Beaverton, Oregon, rounded out my HR Generalist experience and obtained the SPHR certification. After a couple of years, I moved into healthcare with Kaiser Permanente. At Kaiser, I grew into the leadership ranks. After nearly a decade, I joined another manufacturing firm in a director level role.
After a couple of tumultuous years, I decided otherwise open my own consulting practice, working with small businesses. I was then pulled back to healthcare with Avamere Health Services in Wilsonville, Oregon. After serving several years in a VP of HR role with Avamere, I resumed my consulting practice. Currently, I support clients as an independent consultant and fractional HR leader.
Would you say it’s been a smooth road, and if not what are some of the biggest challenges you’ve faced along the way?
My career journey has been pretty typical. I first got into HR after being laid off from an entry level job I started right out of college. I have had great bosses and terrible bosses. At times, I have been passed over or laid off but I have also been supported and developed by some very wonderful men and women HR professionals. Starting my own business was challenging, especially during the covid years, but I have fond some success working with businesses and non-profits. Overall, my career journey has been positive.
Thanks for sharing that. So, maybe next you can tell us a bit more about your work?
Human Resources can be broadly divided into three categories: Developmental HR, Administrative HR, and Relational HR. Each is critical to the success of an organization.
Developmental HR is what a few of us HR professionals might call the “bright side”. Talent Acquisition, Organizational design and development, Succession planning, etc. These are the strategic efforts and tasks that help organizations build people, teams and capacity.
Administrative HR is what most people think of when they talk about HR. It’s the record keeping, documentation tracking, system administrating task heavy work required to keep employees employed and organizations compliant.
Relational HR is what a few of us might call the “dark side” of HR. This includes Labor Relations, Employee Relations, Corrective Action, Regulatory Interactions, etc; the tasks and critical conversations required to maintain relationships between coworkers, employees, employers and third parties (governments, labor unions, etc).
I personally really enjoy the Relational HR space but I do work in all three categories.
We love surprises, fun facts and unexpected stories. Is there something you can share that might surprise us?
In addition to being an HR professional, I am painter and printmaker. I create works of art and exhibit my work on occasion. My work can be viewed at my art website: https://awlfinearts.com/home.html
Contact Info:
- Website: https://www.loomis-hr-consulting.com
- LinkedIn: https://www.linkedin.com/in/andrewloomis/
- Other: https://www.alignable.com/sisters-or/loomis-hr-consulting-llc?user=12415428
