Justin Dorsey: Strategic HR - Execution Excellence

After earning a Sociology degree from Texas Tech University, Justin pursued graduate studies in Marriage and Family Counseling at Southwestern Seminary in Fort Worth. While in school, he worked part-time in the accounting department of a multi-state organization, eventually transitioning into a role in Human Resources—a better fit for his background and passion for helping people thrive at work.

With broad experience across industries like retail, healthcare, distribution, oil & gas, and engineering, Justin focuses on improving the candidate and employee experience throughout the employment lifecycle. His expertise spans employee relations, talent acquisition, training, compensation, benefits, and engagement. He holds both Senior Professional and Global Professional certifications in Human Resources.

Outside of work, Justin actively volunteers at his church and in the community, including with Junior Achievement and F3. He previously served as President of Fort Worth HR and was named a Top 40 Under 40 honoree by the Fort Worth Business Press, reflecting his commitment to impactful service and HR excellence.

In this episode, Eric and Justin Dorsey discuss:

• The evolution of HR from a compliance function to a strategic driver
• Why execution excellence is foundational to HR credibility
• How fractional HR can support growing businesses
• The critical role of company culture in employee retention
• Advice for young HR professionals navigating their careers

Key Takeaways:

• Strategic HR starts with operational excellence. You can’t earn a strategic seat at the table without first delivering on the basics—payroll, benefits, compliance, and employee support must run smoothly. That’s how credibility is built.
• Fractional HR is a flexible, cost-effective solution for small to mid-sized businesses. Whether it’s interim leadership, project-based work, or an ongoing partnership, a fractional HR model provides expert guidance without the cost of a full-time hire.
• Culture must be intentional, not assumed. Leaders should be willing to assess and challenge their assumptions about what makes their workplace great. Employee feedback—like Best Place to Work surveys—can expose blind spots and create a path for real improvement.
• Execution trumps planning without follow-through. Even the best strategy won’t matter without proper implementation. Break big initiatives into manageable, sequenced steps and ensure ownership is clear at every level.
• Build your career through curiosity and relationships. Young HR professionals should stay curious, take calculated risks, invest in their network, and never forget—it’s not just about what you know, it’s about the people you help and grow with along the way.

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