Nu-Vu Glass

• Rebuilt multi-site HR operations for legal compliance and frontline execution. 
 • Zero escalated ER cases. 
 • Embedded performance systems that aligned leadership behavior with operational priorities. 
 • Leads Idaho-specific policy design and risk mitigation at scale.

Role includes full-scope HRBP responsibilities, with deep focus on employee relations, policy alignment, and leadership partnership across multi-site teams.

Human Resources Director

Nu-Vu Auto Glass

Amy's Kitchen

• Slashed voluntary turnover by 40% via tactical retention plays.
 • Led org design and succession planning tied to real business metrics.
 • Ran leadership roundtables that fixed both people problems and production gaps.

Senior Human Resources Business Partner

Zions Bancorporation

• Advised CFO and exec team on all people issues—compliance, performance, ER.
 • Reduced case resolution time by cleaning up investigation and documentation practices.
 • Drove strategic moves across teams during major business transitions.

Human Resources Business Partner

onsemi

• Supported 800+ employees in a global, high-pressure tech environment.
 • Rebuilt the North American corrective action process for fairness and speed.
 • Co-led pandemic response strategy.. fast, clear, and grounded in data.

Associate Human Resources Business Partner

Jayco, Inc.

• Scaled workforce 150 → 400+ through recruiting and onboarding redesign.
 • Cut safety incidents 22% by embedding safety into culture, not just compliance.

Human Resources Generalist III

Lamb Weston

• Owned pay, comp, ER, and manager coaching for 300+ manufacturing staff.
 • Led disability claims, supervisor training, and conflict resolution with speed and clarity.

Human Resources Generalist

Wyndham Destinations

• Built value-based performance systems across service teams.
 • Designed and delivered 8-week intern training pipeline.

Amazon

• Boosted Career Choice program enrollment 575%.
 • Supported 1,600+ employees across ER, leave, benefits, and retention.
 • Owned staffing start-to-finish for hourly and salaried roles.

Sr. HR Administrator

I build HR systems that survive courtrooms, audits, and leadership breakdowns — not the kind that win awards, the kind that keep you out of the news.

For 10+ years, I’ve been the person leadership calls before they call an attorney. My work doesn’t show up in org charts — it shows up in what doesn’t happen:
 - No lawsuits filed.
 - No compliance breaches.
 - No culture collapse after the fallout.

Proven in high-risk environments:
 - Zero escalated ER cases in my current role.
 - 40% voluntary turnover reduction in under 6 months.
 - Shut down VP-level decisions with legal exposure — respectfully, backed by evidence.
 - Rebuilt multi-site policy and risk frameworks from the ground up.

I’ve coached through ADA/FMLA crossovers, led investigations buried under fear, rebuilt performance management from scratch, and delivered documentation that holds when it matters most.

Scope & impact: Multi-site HR leadership for 400+ employees, 50+ managers, across multiple states — embedding operational risk control, human-first leadership, and systems that don’t break under pressure.

If you need an HR Business Partner or Employee Relations leader who prevents lawsuits instead of settling them, speaks plainly, moves quickly, and delivers results that hold up in court and in culture, my inbox is open.

Today’s reminder that HR is the only job where you can go from
“Hey, quick question”
to
“Well now we need a witness”
in under 14 seconds.

I had someone admit they were “quiet quitting meetings by thinking about lasagna.”
One person genuinely asked if we could “add PTO for emotional hangovers.”

And honestly
I didn’t flinch at any of it.
Fridays have trained me.

There’s a moment every week where I sit back and think
“This cannot be real.”
Then someone knocks on my door and proves me wrong instantly.

If your HR job ever feels too calm
check your inbox.
You’re probably logged out.

I’m Justin Jackson 🧭, and if one more person says “got a sec” I’m switching careers to goat farming.

Justin Jackson 🧭 

Strategic HR Business Partner | HR for the Grown-Up Table | Employee Relations Strategy & Investigations, and Aligning Leaders with Reality

There is a sacred moment in HR that happens every time a policy drops.

I hit send.

I take a breath.

And within 44 seconds someone replies:
“So does this apply to me?”

Friend… it is a company-wide policy.
Yes it applies to you.

It applies to everyone.
It applies to the people who haven’t even been hired yet.
It applies to the interns, the contractors, the guy who only shows up on Tuesdays, and possibly the building itself.

Then I get the follow-up question that sends me straight into the astral plane:
“What about in my situation?”

Ok. Your situation?

You work here.

That is the situation.

And before I can close my laptop, someone else chimes in with:
“I read it differently.”

You read it wrong.

I promise.

Every HR pro knows the truth: writing a clear policy is not the hard part.
Surviving the interpretive dance that follows is.

Happy Friday. I'm Justin Jackson 🧭and I’ll be over here watching people reenact interpretive policy dancing again... and again... and again.

There was a day I realized half of HR isn’t investigations.
It’s explaining to leadership why their own decisions detonated the group chat.

Here’s the scene.

A manager storms into my office looking like he just saw a ghost with a clipboard.
“My team is melting down,” he says. “People are emotional. There’s conflict. I need HR to… fix them.”

Fix them.

So I ask the most dangerous question in HR.
“What did you do right before everyone got weird?”

He blinks.
Looks at the ceiling like the answer is up there.
Then quietly admits he moved a deadline two weeks earlier and didn’t tell anyone because “it would stress them out.”

You hid the stress.
They felt the stress anyway.
Congratulations. You created surprise hard mode.

Suddenly the dispute wasn’t a mystery.
Two employees not speaking?
Yep.
Someone submitting PTO titled “mental preservation”?
Yep.
A complaint so long it needed a table of contents?
Yep.

Every symptom traced back to the moment he went rogue with the calendar.


HR isn’t emotional first aid.
It’s pattern forensics.
And 90 percent of “team dysfunction” is just people reacting to something their manager thought no one would notice.


When I explained this, he said, “So… do you want to talk to the team first or should I?”

I told him, “Well… you created the chaos, so you get first honors.”
He nodded.
Painfully.
Like a man agreeing to shovel a driveway he never wanted.

If you’ve ever had to connect the dots for someone who swore there were no dots, you get it.


If this made you laugh because it is alarmingly accurate, stick around.
And if you want LinkedIn to actually show you my posts without treating them like classified documents, hit the 🔔 on my profile.

I’m Justin Jackson 🧭, and I’ve never solved a mystery that wasn’t created by someone with a title.

3319 new followers in 198 days.

I don’t know who needs to hear this, but that’s… a lot of people choosing to hang out in the HR splash zone.

If you’ve been here since day one, thank you.
If you showed up halfway through and thought, “Yeah, I’ll follow this guy who writes about employees trying to fistfight the PTO policy,” thank you too.

Somehow this corner of LinkedIn has turned into a support group for people who know exactly what it feels like when someone says “circle back” and your soul leaves your body.

You all made the chaos fun.
You made the stories feel less insane.
And you turned HR trauma bonding into a tiny community I’m actually proud of.

So here’s to the next round of madness.
More ER disasters.
More leadership puzzles.
More posts that make you mutter “yep, that tracks.”

Thanks for being here.
Thanks for surviving this with me.

I’m Justin Jackson 🧭 and I’m starting to think the real HRIS was the friends we made along the way… or at least the ones who didn’t file complaints about my posts.

Here we go again……

If you’ve been lurking on my profile, this is your sign to stop playing in the shadows.

Following me isn’t a commitment.
It’s not a subscription.
You won’t wake up tomorrow enrolled in a webinar called “Synergizing Leadership Paradigms.”

It’s a follow.
That’s it.

Here’s what you actually get:
Real HR stories that feel like they were ripped from your last workday.
The kind of honesty you only hear after someone shuts the conference room door.
Moments where you think, “Yeah… that tracks.”
A little humor so you don’t throw your laptop.

Nothing overly polished.
Nothing corporate.
Just the part of HR everyone pretends doesn’t exist.. until it blows up….

If that’s your lane, hit follow and stick around.
If not, I hope you’ll end up here again.

I’m Justin Jackson 🧭, and apparently I’ve become someone people follow to feel less alone in the chaos.

Bonus points if you hit connect and later send a message that isn’t trying to sell me anything! 👏

Alright, everyone listen up… I need your help with something different.

Someone close to me has been on the job hunt for a while.
Quietly. Consistently. With the patience of a saint and the luck of a malfunctioning vending machine.

His name is Jared.
He wants to get back into tech sales as an Account Executive.
He’s good at it. Like, “President’s Club and Fastest Ramp Rep” good.
Cybersecurity, SaaS, enterprise clients… the whole thing.

Then life threw him a curveball, so he built a transportation business from scratch across two states. Because apparently “adapt or die” was taken personally.

He wants back into tech now, and here’s the part that actually matters:

His birthday is today.
I want him working by Christmas.
Yes, I am absolutely trying to buy my brother the world’s least traditional birthday present: a job offer.

And this is where you come in.

Tech folks. Sales leaders. Recruiters.
If you’re hiring AEs…
If you know someone who is…
If you’ve ever said “my network is powerful”…
Now’s your moment to prove it.

Drop an intro.
Share the post.
Tag somebody who owes you a favor.
Or just hit repost so this reaches someone who can change his month…. Err life.

Jared won’t ask for this.
He’s too steady for that.
So I’m doing it for him.

LinkedIn, do your thing.
Let’s make his birthday one he wants to remember.

I’m Justin Jackson 🧭, and if this platform can turn corporate rants into virality, it can land one solid dude a job.

The quickest way to tank an investigation is to open with the legendary HR classic:
“Tell me everything.”

Nothing freezes a witness faster.
They go from Chatty Cathy to “I… uh… don’t remember who hired me.”

The line that actually works is this:
“Walk me through what made you bring this forward today.”

It resets their brain.
It skips the monologue they practiced for three days.
And it gets to the real moment something snapped… usually after a meeting that “wasn’t personal” but absolutely was.

That first question becomes the anchor for the whole case.
Because every investigation has that one instant where the fog clears and you think
“Oh great. This one again.”

That’s when you remember HR is emotional forensics.

We don’t solve mysteries.
We reconstruct the disaster in slow motion.
We track timelines no one else bothered to write down.
We translate phrases like “bad attitude” into “I never actually managed this person.”

Investigations rarely fall apart because someone lied.
They fall apart because HR starts in the middle, right between the drama and the denial.

Start at the spark.
That’s where the truth usually hides, looking guilty.

I’m Justin Jackson 🧭, and most days I feel like the CSI unit for meetings that should’ve been emails.

——-

If you like this cause you can completely relate, follow along.
If you want the algorithm to stop playing hard to get, tap the 🔔 on my profile.

Every company claims they have a “strong culture.”
So did the Titanic.

They said it was “unsinkable.”
HR said, “Cool, but maybe build more lifeboats.”
Leadership said, “That’s not the vibe we’re going for.”

And off they went…
celebrating teamwork while ignoring the iceberg labeled “accountability.”

That’s how most cultures sink.
Not from one big hit,
but from everyone too proud - or too scared - to say,
“Hey, maybe we’re steering wrong.”

The best cultures aren’t the flashiest ships.
They’re the ones humble enough to fix a leak before the band starts playing.

I’m Justin Jackson 🧭, and I’ve learned culture isn’t about how fast you move…
it’s about whether anyone can tell the captain the hull’s cracked.

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