HR's Mission Next

Organizations all over the country recognize the leadership capabilities and attributes that veterans can bring to their workforce: strong work ethic, mission oriented, being calm under pressure, strategic thinking, dedication, and a sense of urgency. Yet, 65% of veterans leave their civilian organizations within the first 24 months. Surveys say that pay and benefits are the problem, but the research by the consultants at Mission Next revealed a more complicated problem. Veterans leave because they struggle to integrate into cultures that don't understand and recognize their military experiences. What can HR leaders do to attract highly-qualified veterans to their organizations, and how can they build a culture where veterans want to stay and perform? Our first book, Mission Next, was based on two years of research about why veterans leave their first jobs. It was written to help transitioning veterans by providing a toolkit for each phase of the transition. The research also revealed some insights into what civilian organizations can do to recruit, onboard, and retain veterans. The solution can be found in creating a veteran-informed culture that allows top talent in the organization to thrive. HR's Mission Next was written to help HR leaders in civilian organizations attract and retain veterans. This book helps HR leaders understand why some former service members won't identify as a veteran, why they are such valuable hires, and the challenges they face in transitioning to the civilian workforce. It provides practical advice on writing job descriptions and announcements that are veteran-friendly, unlocking hidden skills from a veteran's resume, and maximizing interviews with former service members to truly understand the talents they could bring to your organization. If you want to create an organization where veterans want to come—and stay—welcome to HR's Mission Next.

Organizations all over the country recognize the leadership capabilities and attributes that veterans can bring to their workforce: strong work ethic, mission oriented, being calm under pressure, strategic thinking, dedication, and a sense of urgency. Yet, 65% of veterans leave their civilian organizations within the first 24 months. Surveys say that pay and benefits are the problem, but the research by the consultants at Mission Next revealed a more complicated problem. Veterans leave because they struggle to integrate into cultures that don't understand and recognize their military experiences. What can HR leaders do to attract highly-qualified veterans to their organizations, and how can they build a culture where veterans want to stay and perform? Our first book, Mission Next, was based on two years of research about why veterans leave their first jobs. It was written to help transitioning veterans by providing a toolkit for each phase of the transition. The research also revealed some insights into what civilian organizations can do to recruit, onboard, and retain veterans. The solution can be found in creating a veteran-informed culture that allows top talent in the organization to thrive. HR's Mission Next was written to help HR leaders in civilian organizations attract and retain veterans. This book helps HR leaders understand why some former service members won't identify as a veteran, why they are such valuable hires, and the challenges they face in transitioning to the civilian workforce. It provides practical advice on writing job descriptions and announcements that are veteran-friendly, unlocking hidden skills from a veteran's resume, and maximizing interviews with former service members to truly understand the talents they could bring to your organization. If you want to create an organization where veterans want to come—and stay—welcome to HR's Mission Next.

Kimberlie England spent twelve years as a principal for a regional business consulting firm. Her client projects included designing and executing employee communication campaigns, planning and facilitating leadership development programs, and coaching leaders using Emotional Intelligence principles. She then founded Blue Feather Consulting to use her over-twenty years of Human Capital consulting experience to drive strategic change initiatives within varying industries, cultures, and structures. She has successfully led clients into new leadership roles and supported organizations through culture transformations and new HR strategies. Her work with non-profit organizations includes improving Board operations, facilitating strategic planning, and preparing for leadership transitions. In 2022, Kimberlie co-authored Mission Next, a book to help service members transition from the military to the civilian workforce. She has been speaking at HR conferences and business association meetings to help civilian organizations recruit, onboard, and retain veterans. She also writes and publishes articles to bring attention to the challenges that veterans face in transitioning to the civilian workforce. Kimberlie received her Executive Coaching certificate from the Weatherhead School of Management at Case Western Reserve University and holds her Board Certified Coach (BCC) certification. She also uses her certification in Compression Planning to support strategic planning for a wide range of clients. Kimberlie earned multiple HR certifications including her Professional in Human Resources (PHR), SHRM Certified Professional (SHRM-CP), and Certified Employee Benefits Specialist (CEBS). She received her MBA from the University of Findlay and her BBA from the University of Toledo. Kimberlie volunteers extensively in her community, including serving for over ten years as the Chair of the Human Resources Committee for the Board of Directors of The Ability Center of Greater Toledo. She was instrumental in merging the Assistance Dogs of America into a program of The Ability Center. She is currently a member of the Annapolis Rotary Club and the Naval Academy Garden Club.