Parker Jackson GroupStrategic HR, built for what’s next.
Executive-level HR consulting for organizations that need real expertise — not a generalist. The work is done by an executive who has held the Chief Human Resources Officer seat, not handed to a junior team learning on your payroll.
Eight places a seasoned HR executive changes the outcome.
Executive HR StrategyFractional CHRO-level guidance aligned to your business goals.
- A seat on your leadership team for every people decision.
- HR priorities tied to the operating plan and the budget.
- Workforce reporting leadership and the board can use.
Vice President of Human Resources at three healthcare organizations since 2018.
How it’s set upFractional on set days each week, or interim full time for a fixed term.
Talk to Brandon about thisHR OperationsPolicies, processes, and infrastructure that actually work.
- HRIS selection and rollout.
- Policies and a handbook that hold up in every state you operate in.
- Payroll, benefits and onboarding processes your team can run.
Ran or implemented Workday, ADP Workforce Now, Paylocity, Paycom and Dayforce across five employers.
How it’s set upFractional leadership for the build, handed off to your own team.
Talk to Brandon about thisCompliance & RiskStay audit-ready and protected across federal and state requirements.
- A multi-state employment-law review.
- EEO-1, affirmative action plans and VETS-4212.
- Policy and documentation gaps closed before they become claims.
Owned employment-law compliance across seven-plus states, including EEO-1, affirmative action plans and VETS-4212 reporting.
How it’s set upUsually a fixed-scope project.
Talk to Brandon about thisEmployee RelationsNavigate conflict, performance, and culture with confidence.
- Workplace investigations.
- Performance and disciplinary matters, documented so they hold up.
- Reductions in force, planned on notice, documentation and communications.
Ran a reduction in force affecting 25 to 75 people to plan on notice, documentation and communications.
How it’s set upUsually a fixed-scope project.
Talk to Brandon about thisWorkforce PlanningOrg design and capacity planning built around your mission.
- Org design and reporting lines.
- A compensation structure with defined bands.
- Capacity planning for growth, a new site or a contraction.
Compensation banding and workforce planning that reduced labor cost by about 30%.
How it’s set upScoped and quoted before the work starts.
Talk to Brandon about thisTalent & OnboardingStructured onboarding and performance systems that retain people.
- A structured onboarding process.
- Performance management managers will actually run.
- Retention measured and reported to leadership.
Reduced turnover 25%, and modernized payroll, benefits and onboarding at a provider organization.
How it’s set upScoped and quoted before the work starts.
Talk to Brandon about thisRecruitingExecutive search across the C-suite, vice president and director levels, and recruitment of physicians, dentists, anesthesiologists, CRNAs and nurses — every search run by a former CHRO.
- C-suite, vice president and director searches.
- Physicians, dentists, anesthesiologists, CRNAs and nurses.
- A defined search process with regular updates.
Cut staffing cycle time 40%, and staffed and opened four new facilities.
How it’s set upA single search or a set of related hires.
Talk to Brandon about thisLeadership Planning & FacilitationAnnual and quarterly leadership planning sessions, facilitated end to end — priorities set, owners named, and the follow-through that makes them hold. Including leadership teams that run on EOS® (Traction).
- Priorities set and an owner named for each.
- Quarterly follow-through so the plan holds.
- Including leadership teams that run on EOS® (Traction).
Implemented and ran EOS inside the organizations he has led.
How it’s set upAnnual and quarterly sessions, facilitated end to end.
Talk to Brandon about thisResults quoted are from Brandon Flynn’s roles as an HR executive. EOS® is a registered trademark of EOS Worldwide, LLC. Parker Jackson Group is not affiliated with, endorsed by or certified by EOS Worldwide. Its principal implemented and ran EOS inside the organizations he has led.
AI-enabled HR workflows.
Intake, documentation, and policy questions handled before they reach a person.
We build AI agents that handle intake, documentation, and policy Q&A — so your team spends its time on judgment calls rather than repetitive administration. The workflows sit inside your existing systems rather than replacing them.
Tell us what you are solving for.
We will tell you honestly whether we are the right fit — and if we are not, who is.