Kris Brown, SPHR

Ten years in the room where growth decisions get made.

I've spent 10+ years as the HR partner beside C-suites and senior leaders at high-growth technology and professional services companies — CareerBuilder, ZoomInfo, and companies scaling from their first 25 hires. Client groups from 300 to 1,100 employees. Before that, nine years in talent acquisition taught me to treat HR as a business function first: every people decision is a business decision wearing different clothes.

The through-line of my work is pairing strong coaching relationships with people analytics — the trust to have hard conversations, and the data to make sure they're the right ones. I finished MIT's Applied AI and Data Science program in 2026 because I kept watching smaller companies get left out of the analytics revolution that big HR teams take for granted. Closing that gap is now a core part of my practice.

Why "Capra"?

Capra is Latin for mountain goat — the animal that stays calm and sure-footed on terrain that would drop anything else. I named the practice after it because that's the job: steady judgment on steep ground. I also spend my weekends ultra-running actual mountains, so the metaphor is field-tested.

The shape of my experience

• Strategic partnership: C-suite advisory on workforce planning, org design, talent review, succession, and 9-box calibration
• Building: three HR functions stood up from scratch; HRIS selection and implementation (Workday, ChartHop, Paylocity)
• Compensation: philosophy design, job leveling, equity planning, merit and bonus cycles
• Analytics: retention dashboards, eNPS programs, attrition-driver tracking, AI tool strategy for HR
• Coaching: new-leader onboarding through hypergrowth, manager development, employee relations

Off the clock

Ultra trail running, teaching yoga, roasting coffee, and competitive tennis. Ask me about any of the four — the coffee opinions are the strongest.