Jor***ter
Education
University of North Texas Master of Business Administration - MBA, Operations Management and Supervision 2012 - 2013 Stephen F. Austin State University Bachelor of Business Administration - BBA, Human Resources Management/Personnel Administration, General 2008 - 2012
Skills:
Human Resources Endorsed by 1 person in the last 6 months 5 endorsements Employee Relations 3 experiences across Jackson Healthcare and 1 other company Endorsed by 1 person in the last 6 months 5 endorsements
Work Experience:
Independent Human Resources Consultant Independent Consultant Apr 2023 to Present · 1 yr 7 mos Human Resources Director Jackson Healthcare · Full-time Nov 2022 to Apr 2023 · 6 mos Park Place Dealerships 5 yrs 7 mos Human Resources Manager Aug 2019 to Nov 2022 · 3 yrs 4 mos Talent Acquisition Specialist 2018 to Aug 2019 · 1 yr 8 mos Dallas/Fort Worth Area Human Resources Generalist May 2017 to May 2018 · 1 yr 1 mo Dallas/Fort Worth Area HR Associate CBRE Mar 2015 to May 2017 · 2 yrs 3 mos Dallas/Fort Worth Area
Candidate Intelligence Report
AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.
Career Continuity & Risk Assessment
No evident employment gaps from 2015 to present. Continuous progression in HR leadership with promotions at Park Place and a direct leadership role at Jackson Healthcare, followed by independent consulting.
Industry experience spans real estate, automotive retail, and healthcare staffing. While HR fundamentals are transferable, varied industries may require quick domain ramp-up for a role with deep industry-specific HR nuance.
Recent tenure shows shorter stints at Jackson Healthcare (approx. 6 months) before transitioning to independent consulting (1.5+ years). This pattern is common in consulting, but may be viewed as moderate risk for organizations seeking long-term continuity.
Education data lacks degree field details. While HR leadership experience is strong, the exact alignment between degree discipline and HR responsibilities cannot be fully assessed.
Career Growth Curve
Best-Fit Roles (Top 5)
Director of Human Resources95% fit
Direct prior HR Director experience and multi-industry HR leadership; capable of overseeing HR strategy, compliance, employee relations, and operations across multiple sites.
Vice President of Human Resources90% fit
Extensive leadership experience and track record with promotions; able to set strategic direction and scale HR across divisions.
Senior Director of Talent Acquisition88% fit
Strong recruitment leadership history; capable of building and leading enterprise-wide TA functions and talent pipelines.
Director of HR Operations84% fit
Solid background in HR operations, onboarding, policy implementation; aligns with organizations seeking operational HR excellence.
Director / Senior Employee Relations80% fit
Proven strength in employee relations and policy development; suitable for organizations needing ER leadership at scale.
Related Sourcing Channels
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