Parker Jackson GroupExecutive leadership, without the executive overhead.
Fractional and interim CHRO leadership from Brandon Flynn, a healthcare HR executive who has built, scaled and integrated HR functions across multiple states.
Service-disabled veteran-owned, based in Annapolis, Maryland.
- Healthcare HR executive since 2015, Director through VP to CHRO
- U.S. Marine Corps veteran
- MHA, Ashford University; BBA, University of Virginia
- 750+
- employees in an HR function he built from about 20
- 7+
- states of employment-law obligation he has managed
- 30%
- approximate cut in labor cost from a standardized pay structure
- 11 years
- as a Director and Vice President of Human Resources
Brandon Flynn's record as an HR executive
What we can provide to your organization
Choose a service to see what Brandon does and how the work is set up.
Fractional & Interim CHRO
A Chief Human Resources Officer on your leadership team without a permanent hire. Fractional means set days each week on an ongoing basis; interim means full time for a fixed term, usually while you fill the seat.
- Steps inThe open HR seat
- Takes overInvestigations, deadlines, payroll
- RunsThe HR team and leadership calendar
- Hands offTo a permanent hire, or stays on
Your HR leader has left, or you have outgrown HR without an executive. An experienced HR executive steps in, takes over what is open, and keeps the function running without a gap.
- Takes over open matters: investigations, deadlines, payroll and benefits issues.
- Keeps the HR team and the leadership calendar running.
- Helps you define and hire the permanent role, or keep it fractional.
Vice President of Human Resources at three healthcare organizations since 2018.
How it’s set up Interim, full time for a fixed term, or fractional, on set days each week.
How interim and fractional workExecutive & Healthcare Recruiting
Finding and hiring senior leaders and clinicians, from the C-suite, vice president and director levels to physicians, dentists, anesthesiologists, CRNAs and nurses.
- DefinesThe role, with you
- RunsA defined search process
- UpdatesYou, on a regular schedule
- ClosesThe hire you can’t miss
For the leader or clinician whose absence the organization feels every week, searched for by someone who has made these hires himself.
- Executive search at the C-suite, vice president and director levels.
- Physicians, dentists, anesthesiologists, CRNAs and nurses.
- A defined search process with regular updates.
Cut staffing cycle time 40% by redesigning the talent pipeline, and staffed and opened four new facilities.
How it’s set up A single search or a set of related hires.
Executive and healthcare recruitingM&A Workforce Integration
The people side of an acquisition: HR due diligence before you sign, then bringing two workforces together after close.
- Before signingHR due diligence
- FindsLiabilities and key-person risk
- PlansPay, benefits, policies, systems
- After closeLeads the combined workforce
A deal is in diligence or has just closed. Know what you are taking on before you sign, then bring two workforces together without losing the people you paid for.
- HR due diligence: liabilities, pay practices, key-person risk and compliance gaps.
- An integration plan for pay, benefits, policies and systems.
- Leads the workforce through the first months after close.
Led the people side of acquisitions, from diligence through integration.
How it’s set up A fixed-scope diligence project, with interim leadership through integration if you need it.
M&A workforce integrationHR Function Build-Out
Building the HR department a growing company doesn’t have yet, including the systems, policies, pay structure and processes that let it scale.
- BuildsHRIS, onboarding and policies
- SetsPay structure and reviews
- ReportsWorkforce data for the board
- Hands offTo your own team
A growing organization that has outgrown ad-hoc HR and doesn’t yet need a full-time executive.
- HRIS, onboarding and policies that hold up in every state you operate in.
- A compensation structure and a performance management process.
- Workforce reporting that leadership and the board can use.
Built an HR function from about 20 employees to 750+ across a multi-state platform, about 1,000 counting contract labor.
How it’s set up Fractional leadership for the build, handed off to your own team.
HR consulting and complianceCompliance & Investigations
The people matters that carry legal risk, including workplace investigations, reductions in force and multi-state employment-law compliance.
- InvestigatesEmployee-relations matters
- PlansReductions in force
- DocumentsEvery step, so it holds up
- CoversEEO-1, AAP and VETS-4212
The decision carries legal exposure, so the process matters as much as the outcome.
- Workplace investigations and employee-relations matters.
- Reductions in force, planned and documented.
- Multi-state employment-law compliance, including EEO-1, affirmative action plans and VETS-4212.
Owns employment-law compliance and litigation exposure across multiple states, including investigations.
How it’s set up Usually a fixed-scope project.
HR consulting and complianceHandbooks & HR Projects
One defined piece of HR work done properly, such as an employee handbook, a policy update or an HRIS rollout, without taking on a full engagement.
- ScopesThe project and a fixed quote
- ReviewsWhat you have today
- WritesHandbooks, policies, job descriptions
- Hands overFinished work your team can run
The handbook is out of date, the policies don’t match every state you operate in, or there is a project your team doesn’t have the hours for.
- Employee handbooks written or rewritten, current for every state you operate in.
- Policy reviews and updates, job descriptions and HR forms.
- Project support beside your team: HRIS selection and rollout, open enrollment and HR audits.
Ran or implemented Workday, ADP Workforce Now, Paylocity, Paycom and Dayforce across five employers.
How it’s set up A fixed-scope project, scoped and quoted before the work starts.
HR consulting and complianceResults quoted here are from Brandon Flynn's roles as an HR executive.
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