Who are some of the leaders that are driving the employee experience, focusing on DE&I efforts, and creating valuable ways for employees to learn and develop in their roles?

The Electives team is excited to spotlight and celebrate some of the amazing People leaders in our network. Today, we’re excited to introduce you to Kirsten Flores, Engagement Manager at FightCamp. Enjoy our conversation with Kirsten below!

Q: Who is Kirsten Flores? How did you get to where you are in your career? 
Kirsten: So, I didn’t start my career in People Operations. I originally started at FightCamp after college in a customer success role. Then, I moved into a People Ops associate position after working at FightCamp for eighteen months. I decided to transition to the People Ops function because I was genuinely interested in the work and wanted to work with people. In my People Operations role, I focused on working with FightCamp’s culture while juggling other people and HR responsibilities. Then, I was promoted to my current position of Engagement Manager, where I manage some of the People Ops responsibilities but also have responsibilities similar to an Executive Assistant or Chief of Staff to our Chief Operating Officer. In my role now, I strive to make FightCamp the best place for people to work at.

Q: Who has been a mentor for you throughout your career?

Kirsten: My current manager who is the COO of FightCamp has been someone who has helped me grow personally and professionally. I am so thankful for this support and patience. I also had a manager during one of my internships in college who helped me figure out how to know where I wanted to go with my career.

Q: Can you share with us a little more about Fight Camp?

Kirsten: FightCamp is a connected at-home boxing gym. Our company provides customers with access to world-class boxing and kickboxing trainers, a library of workouts, studio-quality equipment, and technology to track your performance from the comfort of your home. We have a little under 80 employees who are working remotely and are headquartered in Costa Mesa, CA.

Q: What does FightCamp think about diversity, equity, and inclusion? What has been working? What has been challenging?

Kirsten: When I first started at FightCamp, we were a team of 11 people with only 2 women. There wasn’t a great balance of employees when it came to gender. But as a result of recruiting and talent acquisition, we are now about 50/50 male-female. FightCamp is a diverse company who values diversity, equity, and inclusion across the organization.

Q: What’s the best class/training your team has offered employees so they can learn about DE&I?

Kirsten: Our employees, including myself, really enjoyed an implicit bias class that we took in the beginning of 2021. FightCamp always integrates a company value into any learning opportunity so during that month of the year, our value was empathy. The workshop allowed us as a company to have difficult conversations but it made it better for employees to feel comfortable having those tough conversations and definitely had an impact on our culture for the better.

Q: What does FightCamp think about learning & development? How has it changed now that employees are working in a remote/hybrid environment?

Kirsten: I think companies in general have done a good job at making the transition to remote work, whether that’s Zoom or video calls and I think that has translated to learning & development workshops as well. I find now that virtual workshops can be just as impactful compared to ones that are held in person.

At FightCamp, learning and development is important to our organization, and working with Electives has been one great way that employees at FightCamp have found learning & development to be impactful. For example, we have participated in various workshops around authenticity, focus and discipline, boldness and courage, and data-centricity. We also have a monthly learning day, which is time dedicated to expand our knowledge in different areas. Different examples aside from workshops including reading books, playing games, etc.

Q: What are your hopes for FightCamp in 2022? What do you personally hope to accomplish next year in your role?

Kirsten: Throughout 2022, I want to continue to ensure that FightCamp is the best place for employees to work at. Our employee NPS has been high and we hope to continue to keep it that way. Next year, I personally want to strive towards creating opportunities for social connection in a virtual manner. I know it’s hard for employees to hop on Zoom after a long day on the computer but one of the things I have missed about FightCamp’s culture since the pandemic were the in-office events and social activities. So I want to bring some of that social connection back.

Q: Let’s end on a fun note! What is a tradition that you do around the holidays with your family?

Kirsten:My family and I try to always incorporate a "matching" element to the holidays. We don't always get to celebrate together due to being in different states, but we try to find ways so it still feels like we're together. For example, some years we do matching pajamas. Last year we did matching Santa hats. If we're not all physically together, we hop on a Zoom so we can take a family photo in our matching elements!

Who are some of the leaders that are driving the employee experience, focusing on DE&I efforts, and creating valuable ways for employees to learn and develop in their roles?

The Electives team is excited to spotlight and celebrate some of the amazing People leaders in our network. Today, we’re excited to introduce you to Kirsten Flores, Engagement Manager at FightCamp. Enjoy our conversation with Kirsten below!

Q: Who is Kirsten Flores? How did you get to where you are in your career? 
Kirsten: So, I didn’t start my career in People Operations. I originally started at FightCamp after college in a customer success role. Then, I moved into a People Ops associate position after working at FightCamp for eighteen months. I decided to transition to the People Ops function because I was genuinely interested in the work and wanted to work with people. In my People Operations role, I focused on working with FightCamp’s culture while juggling other people and HR responsibilities. Then, I was promoted to my current position of Engagement Manager, where I manage some of the People Ops responsibilities but also have responsibilities similar to an Executive Assistant or Chief of Staff to our Chief Operating Officer. In my role now, I strive to make FightCamp the best place for people to work at.

Q: Who has been a mentor for you throughout your career?
Kirsten: My current manager who is the COO of FightCamp has been someone who has helped me grow personally and professionally. I am so thankful for this support and patience. I also had a manager during one of my internships in college who helped me figure out how to know where I wanted to go with my career.

Q: Can you share with us a little more about Fight Camp?
Kirsten: FightCamp is a connected at-home boxing gym. Our company provides customers with access to world-class boxing and kickboxing trainers, a library of workouts, studio-quality equipment, and technology to track your performance from the comfort of your home. We have a little under 80 employees who are working remotely and are headquartered in Costa Mesa, CA.

Q: What does FightCamp think about diversity, equity, and inclusion? What has been working? What has been challenging?
Kirsten: When I first started at FightCamp, we were a team of 11 people with only 2 women. There wasn’t a great balance of employees when it came to gender. But as a result of recruiting and talent acquisition, we are now about 50/50 male-female. FightCamp is a diverse company who values diversity, equity, and inclusion across the organization.

Q: What’s the best class/training your team has offered employees so they can learn about DE&I?
Kirsten: Our employees, including myself, really enjoyed an implicit bias class that we took in the beginning of 2021. FightCamp always integrates a company value into any learning opportunity so during that month of the year, our value was empathy. The workshop allowed us as a company to have difficult conversations but it made it better for employees to feel comfortable having those tough conversations and definitely had an impact on our culture for the better.

Q: What does FightCamp think about learning & development? How has it changed now that employees are working in a remote/hybrid environment?
Kirsten: I think companies in general have done a good job at making the transition to remote work, whether that’s Zoom or video calls and I think that has translated to learning & development workshops as well. I find now that virtual workshops can be just as impactful compared to ones that are held in person.

At FightCamp, learning and development is important to our organization, and working with Electives has been one great way that employees at FightCamp have found learning & development to be impactful. For example, we have participated in various workshops around authenticity, focus and discipline, boldness and courage, and data-centricity. We also have a monthly learning day, which is time dedicated to expand our knowledge in different areas. Different examples aside from workshops including reading books, playing games, etc.

Q: What are your hopes for FightCamp in 2022? What do you personally hope to accomplish next year in your role?
Kirsten: Throughout 2022, I want to continue to ensure that FightCamp is the best place for employees to work at. Our employee NPS has been high and we hope to continue to keep it that way. Next year, I personally want to strive towards creating opportunities for social connection in a virtual manner. I know it’s hard for employees to hop on Zoom after a long day on the computer but one of the things I have missed about FightCamp’s culture since the pandemic were the in-office events and social activities. So I want to bring some of that social connection back.

Q: Let’s end on a fun note! What is a tradition that you do around the holidays with your family?
Kirsten:My family and I try to always incorporate a "matching" element to the holidays. We don't always get to celebrate together due to being in different states, but we try to find ways so it still feels like we're together. For example, some years we do matching pajamas. Last year we did matching Santa hats. If we're not all physically together, we hop on a Zoom so we can take a family photo in our matching elements!

This is an interview featuring Kirsten Flores, Engagement Manager at FightCamp. She shares insights into being a people ops leader at her organization

People Ops Spotlight: Meet Kirsten Flores of FightCamp

Thu Dec 16 2021

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