Jackie Jamison, M.S., Phr, Shrm-Cp Email and Phone Number

I coach corporate women leaders to build trust, set boundaries, and manage with confidence. No overworking. No burnout. Just real results and balanced leadership that makes an impact at work and leaves time for life outside of it.Whether you’re navigating tough conversations, second guessing yourself, or feeling stuck in overwhelm, I’m here to help you thrive as the leader your team deserves—without sacrificing your sanity.Let’s connect and make it happen!

Created a shared HR team calendar to capture high level HR initiatives that correlated to Executive team objectives and goals, leading to more visible communication of HR initiatives and oversight on how initiatives met objectives.Proactively ran EEO-1 reports to uncover missing fields and job categories for 600+ associates, created fields to capture information, and aligned details with appropriate EEO job categories, resulting in the reporting for all 19 properties taking less than 1 hour vs. 40 hours to complete.Synchronized HR communication to decrease repetitive questions from management via creating a frequently asked question section of the HR weekly email newsletter and communicating the questions and answers on the weekly HR Office Hours LIVE and the HR Huddle LIVE, leading to a decrease in repetitive questions by 70% in a 30-day period.Recognized with successfully implementing a weekly virtual HR Huddle LIVE on Facebook for all employees to share HR updates that were communicated to managers during the same week, leading to optimal transparency and communication.Honorably awarded “Arete Award of Excellence”, out of a pool of 600+ associates, for performance and overall excellence. Provided in-depth training on bias, diversity, equity, and inclusion through the Franklin Covey Learning Management System.Cut employee engagement initiatives [[Work Hard Play Hard (WHPH)]] costs by 25% via creating a survey to poll the corporate staff of 65 and only spending money on events of their interest.

Successfully created an easy to follow and updated manager board for the HR team, resulting in 100% of the HR team feeling more confident in their communication with the hotels.Proactively initiated the corporate Associate Feedback Survey (AFS) to gather feedback on ways the company was thriving, areas to improve, and gauge engagement.Collaborated with the executive team in implementing a weekly newsletter showing updates from each executive on their specific areas of focus, leading to 70% saying this met their transparency expectations.Spearheaded an HR monthly hang out session amongst new personnel, leading to successfully building rapport within the first 4 months of working together vs. 8-12 months in the past.Handled a problem with employees being unable to come up with solutions to personal problems with co-workers via restructuring and enacting mandatory 1:1 conversation between employees and their managers to brainstorm on solutions, resulting in managers reporting that the conversations took less time than they thought they would, gossip decreased significantly, and employees seemed happier.Developed and implemented a “Manager Think Tank.” with a focus on brainstorming with managers from all properties, leading to successfully being adopted on a larger scale and utilized as a company-wide breakout session at the annual Kick Off Leadership event with 125 participants.Set-up hotel contracts with our hotels via the Big O Roller Derby Tournament via partnering with the nonprofit roller derby league tournament in securing a contract of 200 rooms, that provided a 35% discount to teams and fans attending the tournament, and $14,000 in revenue for the hotel over a 4-day weekend.Effectively cut corporate travel costs via utilizing video conferencing for some of the monthly in person visits to our properties across the Pacific Northwest, saving the company over $2,300 each month on accommodations, transportation, labor, and meals.

Recognized with creating a 1.5-hour handbook meeting that featured the most “popular” and high-risk policies such as Equal Employment, Corrective Action, Harassment Prevention, and Attendance, resulting in providing employees with more guidance, and increasing morale.Honorably received the “Culture Council” award for cultivating culture throughout the organization.