Jeanie Kelley
Vice President, Human Resources RK Industries
Jeanie Kelley is the Vice President of Human Resources at RK Industries, where she drives strategic initiatives to cultivate a people-centric culture rooted in excellence, agility, and forward-thinking innovation.
With over 20 years of experience, Jeanie has led transformative programs in talent development, organizational design, employee engagement, people operations, and workforce development. Her approach centers on aligning HR strategy with business objectives to accelerate performance and productivity in the workplace.
Prior to joining RK Industries, Jeanie held leadership roles at DaVita, Vail Resorts, and other private equity-backed organizations, where she oversaw learning and organizational development, talent management, and corporate social responsibility. Her career spans executive team development, global operations, and finance for a Training Top 125 and Learning Elite-recognized corporate university, as well as system implementations and process optimization. She brings a unique ability to integrate strategic vision with operational excellence, enabling HR to deliver impactful talent strategies and elevate the employee experience.
Jeanie earned her undergraduate degree in Communications and Mass Communications from Arizona State University. Originally from Los Angeles, she now resides in Denver, CO with her husband and son.
Seminars
- Rebuilding talent acquisition for data center construction scale by redesigning TA strategy, processes, and technology to support modular, electrical, and fabrication work, including hiring over 300 data center construction employees in one year and building a recruitment engine capable of supporting thousands of future hires across multiple states
- Turning workforce planning into real build capacity by shifting from reactive hiring to forward‑looking demand planning, addressing a skilled‑trades shortfall of more than 300,000 workers and setting clear targets across time‑to‑hire, attrition, net‑new growth, and internal mobility to ensure hiring volume translates into delivery capability on site
- Accelerating speed to productivity on data center builds by driving toward benchmarks such as sub‑25‑day time‑to‑hire, over 20% internal mobility, and clearer recruiting cycles, while strengthening frontline manager capability and educating project and business leaders on realistic talent trade‑offs that support sustainable construction growth
This interactive Q&A explores the critical handoffs between talent acquisition, workforce planning, and operations that determine whether hiring activity results in delivery capacity. The discussion examines how organizations are aligning demand planning, hiring timelines, and manager accountability to avoid the common failure points where volume increases but performance, safety, or schedules suffer. Leaders will compare approaches to coordinating TA and operations, so workforce growth is absorbed predictably rather than creating downstream disruption.
