Skills
About
Tracy is a highly engaging Human Resources leader, executive and speaker. With over 20 years as a business leader, she has extensive knowledge building and overseeing top-performing teams and departments. She’s held the title of VP of HR or Chief HR Officer in numerous organizations, from various industries. She is very mission-driven and philanthropic by nature and very passionate in her desire to advocate for the underserved and underrepresented groups. Tracy is the Vice-Chair of the Board for Snowline Health and the DEI-Governance Chair for the National Association for Women’s Business- Sacramento Valley Chapter. She is on the Leadership Council for United Way’s Capitol Corridor “Women United” which focuses on emancipated foster youth. She volunteers for a number of other non-profit organizations. In 2023, Tracy became a proud member of the exclusive Forbes HR Council and graduated from the Goldman Sachs Black in Business Cohort 3. In 2023 she became a Senior Fellow for the American Leadership Forum (ALF), Mountain Valley Chapter and in 2025 she joined the board for ALF. Tracy is a proud graduate of San Diego State University. As a continuous learner, she went on to achieve the designations of Senior Professional in HR (SPHR) and Senior Certified Professional from Society of Human Resources Management (SHRM-SCP). She holds a “Diversity, Equity and Inclusion in the Workplace Certificate” from the U of Georgia (2023) and U of S. Florida, Muma College of Business (2020). She speaks at numerous conferences and events on leadership topics, HR related matters and DEI issues and is written about in the Book "Balanced Accountability" by author Hernani Alves. She is also a proud member of Zeta Phi Beta Sorority, Inc.
Tracy Jackson
Published content
expert panel
Longer job searches. Résumés increasingly written—or optimized—by artificial intelligence. AI-driven screening tools have contributed to skyrocketing application volumes while also increasing the risk of qualified candidates being filtered out prematurely, especially as generative AI fuels résumé inflation and keyword stuffing. At the same time, new AI-driven hiring platforms, credentials and even proposed job marketplaces from technology leaders promise to “fix” what’s broken in talent acquisition. For senior HR and business leaders, the question is no longer whether AI will influence hiring, but how much trust organizations should place in these tools—and at what cost. Members of the Senior Executive HR Think Tank have experience across industries in talent acquisition, employee experience, DEI, workforce analytics and the responsible use of AI in HR. Their experience reveals a consistent truth: AI can unlock measurable value, but only when paired with strong governance and human judgment. Below, they expand further on the issues at hand for HR professionals today and weigh in on whether AI-driven hiring platforms and credentialing systems are solving real problems—or simply shifting complexity to a new layer of the process.
expert panel
Diversity and inclusion aren’t just important talking points—they’re tied directly to organizational performance. In a 2025 survey, 81% of C-suite leaders said their organizations had seen a positive correlation between DEI programs and customer loyalty; 77% cited a positive correlation between DEI programs and financial performance. As workplaces navigate shifting employee expectations and sharper public scrutiny around equity and representation, leaders are recognizing that progress demands more than aspirational statements; it requires defined strategies, measurable outcomes and accountability at every level. As expectations rise, leaders are pressing for clarity: Which DEI strategies truly work, and how do you measure meaningful progress? Members of the Senior Executive HR Think Tank have a front-row view into what helps diversity and inclusion efforts gain traction—or fall flat. Below, five of them share how organizations can move beyond performative approaches and build DEI practices rooted in employee experience, leadership commitment and data-driven evaluation.
article
Neurodiverse professionals bring unique strengths to teams—but leaders need to know how to support them. Members of the Senior Executive HR Think Tank share how they’re training managers to identify, engage and empower neurodiverse talent from the hiring process through long-term development.
Company details
HR E-Z
Company bio
At HR E-Z, we say that "We Make HR Easy!" because we want to make it easy to access and provide our resources and expertise to small and medium sized companies that typically cannot afford to have a FT HR person. We offer HR services on a fractional basis primarily for companies with 2-250 employees. We help employers stay compliant and navigate the challenging employment market rules and laws. We also have a workplace incident reporting tool that is affordable for small and medium sized companies but is also going to be available to large companies who just want a tool, that doesn't have the same bells and whistles as others in the marketplace. I am intentionally looking to be the low-cost leader, which helps to solve an affordability issue for small and medium sized companies. It can be coupled with supporting services from HR E-Z, or self serve tool that the company can use without much assistance from our company.