Meet Chris

Apr 26, 2023Our Team

Chris Blomquist Human Resources Expert Consultant

Principal Consultant & Founder

Meet Chris! For over 20 years, Chris Blomquist has led Human Resource Operations, HR Information Systems (HRIS), and Business Development efforts for innovative, technical companies. He started Blomquist Consulting to help organizations improve company performance by leveraging their teams and optimizing their use of HRM resources.

Chris has a proven record of successfully developing and implementing organizational solutions that drive productivity and innovation while creating a culture of transparency, accountability, and empathy. Through his collaborative approach and data-driven decision-making, Chris works with executives to develop organizational processes for internal communication, performance management, and addressing employee relations.

He has a bachelor’s in Business Administration and later earned his MBA in Business Administration and Management from the ​​University of Oregon Lundquist College of Business.

Chris is a member of World at Work, Toastmasters for Speaking Professionals (TSP), and Society for Human Resource Management (SHRM).

What People Say About Chris

Chris is a wealth of knowledge in the HR space and a genuinely good person. It is refreshing to work with someone who truly cares about helping solve your issues and who takes the time to make sure that he has helped solve the problem of the day. I highly recommend working with Chris and learning about what he can offer to your organization.

Rob Taylo

CEO, SinglePoint Communications

Chris is bright, thorough, and has great follow-through and attention to detail. But also has great common sense, a good sense of humor, and really cares about people in general and his company.

I deal with many people in a similar capacity and Chris is one of the best.

Jamie Schorr

President, Cezanne Recruiting LLC

Chris is the most effective HR professional I have worked with in my career.

His impact has not only affected my department, but he has also moved the needle and orchestrated positive and lasting changes throughout the organization. Chris is a pleasure to work with and an outstanding Director of HR.

Ron Hughes

Director of Manufacturing, Lumencore, Inc.

Chris is an amazing HR Specialist and always has come through when we need help. I highly recommend him to any company!!

Deborah Kumle

Vice President & CFO, Dan's Superior Service LLC

Chris is a truly talented and business-savvy human resources professional. He not only fostered relationships with his clients, but he also took time to understand their business which enabled him to provide transactional and strategic level support.

Catherine Muccigrosso

Director of Employee Services, Tillamook County Creamery Association

Chris has strong business and strategic insight that you can count on to manage change and build a healthy company culture of accountability and trust. It has been a pleasure to work with Chris; he is a natural leader and problem solver who cares about employees and organizations.

I highly recommend Chris to any organization, he is one of the best HR leaders you could ask for!

Melanie F.

Engagement Manager, ConnectedWell Talent & Recruitment Advisors

Going to BAT

Going to BAT

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Managers must put definition around their performance expectations and concerns in order to effectively resolve employee performance disruptions and prevent them from recurring. Feedback is normal and expected for all roles and industries, but is only effective when accurately addressing the issue at hand.

Building an Employer Brand

Building an Employer Brand

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In today’s hiring environment, building an employer brand has never been more critical for organizations in order to attract and retain top talent. As defined by SHRM, “An employer brand is what an organization communicates as its identity to both potential and current employees. Closely linked with the employee value proposition (EVP), the employer brand incorporates an organization’s mission, values, culture, and personality.”

Successful Hiring

Successful Hiring

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Developing a successful hiring process takes time and often requires ongoing adjustments as the talent environment changes perpetually. If your organization is struggling to attract qualified applicants or experiences lengthy hiring timelines, you are not alone. Across all industries, recruiters are facing unprecedented challenges such as a lack of qualified applicants, lengthy time-to-hire metrics, building a strong employer brand, ensuring a positive candidate experience, and fair recruiting. All of which makes building an efficient and effective hiring process more difficult.