Meet Chris

Apr 26, 2023Our Team

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

Engagement Initiative Best Practices

Engagement Initiative Best Practices

With any new program or initiative, certain measures must be taken in order for employees to adopt them. For change to be accepted and supported, people need to have enough information to feel comfortable and confident. Without forward warning, change can lead to performance disruptions and unhealthy conflict. For an engagement initiative to be successful, employees need to have clear communication of why it is needed and what the program will entail.

Types of HRIS

Types of HRIS

There are 5 main types of HRIS software that HR professionals utilize to save time and gain valuable insights. Each type of HRIS software offers different solutions and efficiency-boosting benefits, and determining which kind is best for your organization can be a difficult task. With the right product, however, HR professionals are rewarded with an immense ROI by leveraging these tools in developing strategies or solutions for hiring, employee development, performance management, compensation, and internal cost analysis.

Detrimental Disengagement

Detrimental Disengagement

Workforce disengagement is detrimental to organizational success. When employees are unengaged with their work, productivity falls, quality suffers, and turnover increases. Engaged employees are the engine that drives your business forward and provides your customers with an optimal experience. In today’s volatile economic environment, engagement has never been more critical.