Jennifer Horstman

About Jennifer Horstman

I’ve spent more than 20 years leading HR in large, frontline organizations where the work is complex, visible, and high pressure. My career has grown through some of Marriott’s most demanding properties — promoted seven times, stepping into bigger environments each time — often during periods of instability or operational disruption. I’ve supported executive teams overseeing 700 to associates, helping leaders make disciplined workforce decisions that protect culture, performance, and business continuity. I’m usually brought into environments that need steadiness. Union organizing pressure. Engagement decline. Turnover spikes. Pandemic disruption. Leadership misalignment. My work focuses on restoring clarity and accountability — strengthening manager capability, aligning compensation and staffing strategy, stabilizing employee relations, and rebuilding trust at all levels of the organization. I believe HR should operate as a true business partner — embedded in decision-making, grounded in data, clear on expectations, and steady in high-pressure moments. I’m open to connecting with leaders navigating growth, complexity, or change.

Experience

1. Director of People Culture

   Turnberry

   Jun 2022 — Present · Nashville, TN, US

   Brought in after the pandemic to help stabilize a workforce that experienced disruption. The property was facing hiring gaps, turnover pressure, and rising labor costs. My focus was rebuilding consistency — in staffing, leadership accountability, and day-to-day employee experience.Over time, we reduced turnover by over 20% and meaningfully decreased reliance on contract labor by resetting compensation strategy and workforce planning discipline. I also addressed a growing workers’ compensation trend by establishing clearer safety governance and holding leaders accountable for prevention and follow-through, cutting claim frequency nearly in half.A major priority was strengthening manager capability. I redesigned onboarding, created a structured manager orientation, and built a recurring leadership development series to improve early-tenure retention and raise the overall standard of leadership across departments.Throughout this period, I partnered closely with the executive team on staffing models, growth decisions, and culture priorities, helping re-establish stability in a high-volume, luxury environment that went on to earn multiple workplace and service recognitions.

Education

• Wright State University

  Bachelor of Science, Business Management and Human Resources