CONNECT WITH JESSI ON LINKEDIN >>> HERE!

Buying a small business sounds exciting.

You get to be your own boss. Run the company. Build something. Create wealth. Own your future.

But the reality is much messier.

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Mark Fleming of Owner Actions to talk about small business acquisition, searchers, SBA financing, people management, employee transitions, operational risk, and what it actually looks like to buy and run small businesses.

Mark’s career started in investment management, where he evaluated public and private companies, worked with people after major exits, and developed a deep understanding of what makes businesses valuable. Over time, he and his wife Katie began buying businesses themselves. Then other people started asking for help, and Owner Actions was born.

Today, Owner Actions helps people find, finance, acquire, and operate small businesses across industries including trucking, restaurants, retail liquidation, HVAC, water well drilling, portable toilets, edible arrangements, and more.

In this episode, Jessi and Mark discuss:

• How Mark moved from investment management into small business acquisition
• What Owner Actions does and how it supports searchers and operators
• How SBA loans can help people buy businesses with relatively low down payments (CORRECTION: manufacturing loan limits are still at $5M - the Senate is still deliberating on the increase to $10M, though the increase passed through the House of Representatives)
• Why grit may matter more than analysis in small business ownership
• Why MBA-style thinking can sometimes get in the way of operating a real business
• What makes someone a strong small business leader
• Why negotiation can come down to conviction and not moving
• How employees experience the transition when a small business is acquired
• Why telling employees their jobs are safe is not enough
• How new owners can build goodwill with inherited teams
• Why leaders should actually sit down and eat the pizza with employees
• How employee theft and other crises show up in small business ownership
• Why HR risk management matters when SBA loans are personally guaranteed
• How Owner Actions centralizes resources across its portfolio
• Why finance, digital marketing, insurance, and HR are key back-office priorities

This episode is for searchers, acquisition entrepreneurs, investors, small business owners, operators, veterans, MBA students, and anyone considering buying a business instead of starting one from scratch.

Because buying a business is not just about closing the deal.

It is about what happens on Monday morning after the deal closes.

CONNECT WITH MARK

• LinkedIn
• TikTok
• Owner Actions

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

Employee benefits are not just a recruiting tool.

They are one of the places where healthcare costs, prevention, mental health, productivity, employee education, and workplace culture all intersect.

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Chris Kerwood of USI to talk about employee benefits, rising healthcare costs, preventive care, mental health, population health, insurance trends, and what employers need to understand about the real cost of employee well-being.

Chris explains why healthcare costs are rising, including delayed care after COVID, increased utilization, pharmaceutical costs, GLP-1s, gene therapies, provider negotiations, hospital margins, and even AI upcoding. He also breaks down why employees need to better understand their own benefits — especially preventive care, which is often covered at 100%.

Jessi and Chris also dive into workplace mental health, including the post-COVID rise in mental health concerns, the financial impact of mental health-related productivity loss, the elevated risk in construction and blue-collar industries, and what strong organizations do differently to support their people.

In this episode, Jessi and Chris discuss:

• How Chris’s background as a student athlete shaped his work ethic and career
• What USI does as a full-service insurance brokerage
• Why healthcare costs are rising for employers and employees
• How delayed care after COVID is still affecting claims and utilization
• Why GLP-1s, biosimilars, and gene therapies are reshaping benefits conversations
• What employees misunderstand about preventive care
• Why people should actually read their plan summaries
• How AI is affecting healthcare billing and coding
• Why employers are exploring high deductible health plans, HMOs, and alternative funding strategies
• What employers need to understand about mental health as a benefits and productivity issue
• Why construction is a high-risk industry for suicide prevention
• What strong organizations do to create connection, purpose, and peer support

This episode is for HR leaders, benefits professionals, executives, business owners, brokers, safety leaders, and anyone trying to understand how employee health affects the bottom line.

Because benefits are not just about coverage.

They are about prevention, access, culture, and whether people can actually get the support they need.

CONNECT WITH CHRIS

• [email protected]
• LinkedIn
• USI

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

What happens when HR is grounded in psychology, business strategy, and humanity?

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Jonathan Fedak to talk about industrial-organizational psychology, human resources, workplace culture, managing up, mental health, mergers and acquisitions, and what it means to lead people through the gray areas of work.

Jonathan’s background in psychology shaped how he approaches HR today. From testing and selection work with police and fire agencies to compensation, payroll, government, retail, manufacturing, and executive-level HR leadership, he brings a rare combination of analytics, psychology, and people-centered judgment to the workplace.

In this episode, Jessi and Jonathan discuss:

• How industrial-organizational psychology shaped Jonathan’s HR career
• Why words from leaders create psychological contracts with employees
• What it means to manage upward and advise executives on communication
• Why “good concept, better words” can be one of HR’s most useful tools
• The difference between checking the policy box and understanding the person in front of you
• Why great HR requires judgment, flexibility, and context
• How to balance metrics, performance, and humanity
• Why culture is built in micro-moments, not just big events
• How mental health has become more visible in the workplace since COVID
• Why employee mental health affects the bottom line whether leaders want to talk about it or not
• How to communicate with employees during mergers, acquisitions, and major transitions
• Why the word “why” can feel threatening during organizational change
• What Jonathan’s tattoo — “We think we have time” — means in work, life, and leadership

This episode is for HR leaders, executives, managers, business owners, and anyone who has ever wondered how to balance business needs with real human lives.

Because HR is not just about resources.

It is about the humans that make up your workforce.

CONNECT WITH JONATHAN

• LinkedIn
• Oregon Corners Florist (his wife's newly acquired flower shop!)

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

Most leaders understand that suicide prevention matters.

But when it comes time to fund training, build a peer support program, or make the case to the executive team, compassion often needs numbers behind it.

In this solo mini-sode of At Work, Under Pressure, Jessi Beyer breaks down 10 suicide prevention statistics every HR professional and business leader should know. This episode is designed as an educational resource for leaders who care about their people, but need a clearer business case for investing in workplace suicide prevention.

Jessi explains why suicide prevention cannot be reduced to an EAP referral, why serious suicidal ideation is more common than many leaders realize, and how the costs of suicide, suicide attempts, emergency care, nonfatal self-harm, lost productivity, absenteeism, and coworker postvention can show up across an organization.

In this episode, Jessi discusses:

• Why 4% of Americans seriously consider suicide each year
• How many people will personally know someone who dies by suicide
• Why surviving a suicide attempt often means there is real hope
• How many Americans die by suicide annually
• Why primary care, not mental health care, is often where people show up first
• Why an EAP is a resource, not a complete suicide prevention strategy
• How suicide prevention education and peer support programs can produce measurable ROI

This episode is for HR leaders, executives, managers, safety professionals, wellness leaders, and anyone trying to make the case for suicide prevention before crisis hits.

Because the question is not whether suicide risk exists in your workforce.

It is whether your organization is prepared to respond before “it hasn't happened yet” becomes reality.

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

Why do so many workplace wellness programs fail?

Because most of them ask people to change too much, too fast, for reasons that do not actually matter to them.

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Clark Lagemann of Avidon Health to talk about workplace wellness, employee engagement, behavior change, motivational interviewing, habit formation, mental health, AI, and why pizza parties are not a wellness strategy.

Avidon Health helps employers build wellness programs that meet employees where they are. Rather than assuming one app, one challenge, or one big launch will change everyone’s life, Clark explains why sustainable change usually starts with small, realistic actions that build confidence over time.

In this episode, Jessi and Clark discuss:

• Why there is no silver bullet for workplace wellness
• How Avidon Health grew out of a physician practice focused on behavior change beyond medication
• Why the term “non-compliance” misses the bigger issue
• How motivational interviewing helps people connect change to what actually matters to them
• Why readiness for change is essential in wellness engagement
• How small wins create momentum, confidence, and dopamine-driven reinforcement
• Why employers should stop expecting dramatic overnight lifestyle changes
• What workplace wellness has to do with recruitment, retention, productivity, and profitability
• How COVID accelerated expectations around whole-person support at work
• Why AI can be a powerful thought partner but not a replacement for human accountability
• Why mental health remains harder to see, discuss, and support than physical health
• What leaders should ask themselves if they do not believe workplace mental health matters

This episode is for HR leaders, benefits professionals, executives, founders, wellness leaders, managers, and anyone tired of workplace wellness programs that look good on paper but do not change behavior.

Because wellness is not about launching the flashiest program.

It is about helping people build habits they can actually sustain.

CONNECT WITH CLARK

• LinkedIn
• Avidon Health

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

What should employers actually know before running a background check?

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Gavin Bray of Alliance 2020, a nationally accredited background screening firm headquartered in Washington State.

Gavin breaks down what employment screening really includes, why accreditation matters, how background checks protect organizations, and why screening should never be used simply to “weed people out.” Instead, background checks are one part of a bigger hiring picture — one that includes fairness, compliance, role relevance, applicant experience, and thoughtful decision-making.

Jessi and Gavin also dive into Washington’s Fair Chance Act, including what employers need to understand about conditional job offers, criminal history, individualized assessments, and why employers cannot rely on blanket “no felony” policies. They also discuss marijuana testing, drug screening panels, negligent hiring risk, second-chance employment, and the balance between protecting the workplace and creating opportunities for people with past criminal history.

In this episode, Jessi and Gavin discuss:

• What Alliance 2020 does and what employment screening includes
• Why national accreditation matters in the background screening industry
• The “tree” of background screening: criminal checks, drug screening, employment verification, education verification, driving history, credit reports, and more
• What Washington employers need to know about pre-employment cannabis testing
• The risk of negligent hiring claims when employers do not screen candidates
• Why background checks can improve applicant experience and reduce internal HR burden
• How the Washington Fair Chance Act affects hiring decisions
• Why employers need conditional job offers before running background checks
• Why criminal history should be evaluated in relation to the role
• How second-chance employment can reduce recidivism and create opportunity
• Why background screening should be part of a holistic hiring decision, not a shortcut to exclusion

This episode is for HR professionals, business owners, hiring managers, compliance leaders, executives, and anyone responsible for building a safer, fairer, more legally sound hiring process.

Because good screening is not about ruling people out.

It is about making better decisions.

CONNECT WITH GAVIN

• [email protected]
• LinkedIn
• Alliance 2020

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

What does it take to buy, build, and scale a business without losing sight of ethics, culture, and people?

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Jim Tolbert of ExecCap Advisors to talk about entrepreneurship through acquisition, the business of education, regulated industries, private equity, trade schools, leadership, and what it takes to grow companies responsibly.

Jim’s connection to entrepreneurship started long before his professional career. His father, an Air Force veteran, bought and ran a trade school in Baltimore, making trades education part of Jim’s childhood and family story. After starting his career in investment banking and consulting with organizations including Morgan Stanley, Walt Disney, and McKinsey, Jim returned to those roots by building a company that provided tuition financing for trade school students.

That journey eventually led him to acquire, operate, and scale trade schools himself, including growing one platform from a single location to nine locations across four states over 15 years. Today, through ExecCap Advisors, Jim partners with experienced executives, veterans, and former business owners who want to buy and run companies.

In this episode, Jessi and Jim discuss:

• How Jim’s childhood around a family trade school shaped his entrepreneurial path
• Why trades education matters and why the world does not need everyone to follow the same academic route
• The tension between for-profit and nonprofit education
• What it means to operate ethically in a highly regulated industry
• Why regulation can become a competitive advantage when handled well
• How to build a culture of ethics inside a growing company
• Why regulators should be treated more like customers than enemies
• What changes when a business grows from one location to nine
• Why the right leader at two locations may not be the right leader at nine
• What entrepreneurship through acquisition is and why experienced executives can be strong acquisition entrepreneurs
• Why veterans may be especially well-suited to buying and running businesses
• The people-related challenges that come with buying, scaling, and leading companies

This episode is for entrepreneurs, investors, executives, veterans, business owners, searchers, leaders in regulated industries, and anyone interested in acquisition entrepreneurship, ethical growth, and the human side of scaling a company.

Because growth is not just a financial strategy.

It is a leadership test.

CONNECT WITH JIM

• LinkedIn
• ExecCap Advisors

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

When a student is struggling, they may not go to a counselor first.

They may go to a professor. A coach. A resident director. A staff member. Someone they already know and trust.

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Erin Ruff, an HR leader at the University of Puget Sound and president of the Washington State chapter of CUPA-HR, to talk about mental health, employee wellness, student support, and the unique role HR plays in higher education.

Erin shares how she moved from a global corporation into higher education, what she loves about working in a collaborative university environment, and why supporting faculty and staff directly impacts the care students receive. She also talks about wellness days, menopause book clubs, coaching employees through difficult conversations, the importance of leadership buy-in, and why listening can be one of HR’s most powerful tools.

In this episode, Jessi and Erin discuss:

• Why higher education HR is different from corporate HR
• How faculty and staff often become natural support systems for students
• Why student mental health support depends on employee support
• The emotional toll on resident directors, coaches, student affairs staff, and frontline student support roles
• How HR can support employees without trying to solve every personal problem
• Why listening matters more than many leaders realize
• How wellness days and community-building events help reduce silos
• The unexpected success of a menopause book club on campus
• What CUPA-HR does for higher education HR professionals
• Why leadership buy-in is essential for meaningful staff and student support
• How small morale boosters can build trust, retention, and engagement

This episode is for HR professionals, higher education leaders, faculty, staff, coaches, student affairs professionals, and anyone responsible for supporting people inside complex, mission-driven organizations.

Because students need support.

And so do the people they turn to first.

CONNECT WITH ERIN

• [email protected]
• LinkedIn
• University of Puget Sound
• CUPA-HR
• CUPA-HR Washington Chapter

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

Who takes care of the people who take care of everyone else?

In this episode of At Work, Under Pressure, Jessi Beyer sits down with Memories Mannix, an HR professional with Renton Regional Fire Authority, to talk about first responder mental health, peer support, suicide prevention, workplace culture, and what it looks like to support firefighters from the HR side.

Memories began her career at T-Mobile, working her way from call center roles into HR. That experience taught her how to navigate frustrated callers, assume positive intent, understand the impact behind someone’s anger, and practice self-care in a high-stress environment. Eventually, a mix of organizational change, opportunity, and a desire for mission-driven work led her into the fire service.

Now, at Renton Regional Fire Authority, Memories helps support roughly 200 members, including around 160 uniformed personnel. In this conversation, she shares how the department supports firefighters through physical injuries, administrative burdens, peer support, specialized therapists, and ongoing mental health resources.

In this episode, Jessi and Memories discuss:

• What call center work taught Memories about empathy, impact, and difficult conversations
• Why she transitioned from T-Mobile into HR in the fire service
• How Renton Regional Fire Authority supports firefighters and staff
• Why first responder trauma can feel like a slow drip over time
• How HR can reduce administrative burden when firefighters are injured or struggling
• Why culturally competent therapists matter for first responders
• How Renton’s 24-member peer support team creates multiple points of access
• Why peer support should include members across ranks and roles
• How collaboration between fire agencies can improve mental health support
• What Memories would say to leaders who do not believe workplace suicide prevention matters

This episode is for HR professionals, fire service leaders, first responders, peer support teams, union leaders, public safety agencies, and anyone who wants to better support the people doing high-stress, high-impact work.

Because gratitude is not enough.

First responders need systems that take care of them too.

CONNECT WITH MEMORIES:

• [email protected]
• LinkedIn
• Renton Regional Fire Authority

CONNECT WITH JESSI ON LINKEDIN >>> HERE!

What does it look like for HR to stay human when the workplace keeps changing?

In this episode of At Work, Under Pressure, Jessi Beyer sits down with William West, a people and HR leader whose career has spanned nonprofits, food, chocolate, high-growth tech, remote work, acquisitions, layoffs, and AI-driven workplace change.

William’s path into HR started somewhat unexpectedly. After studying psychology and nonprofit leadership, he joined FareStart in Seattle and found himself leading HR at just 23 years old. Instead of pretending to have every answer, he leaned on curiosity, humility, and transparency — even spending time chopping carrots alongside culinary staff to better understand the work and build trust.

From there, William moved through mission-driven organizations including Theo Chocolate, Tableau, Recharge, and now Wrapbook, where he supports a fully remote workforce across the U.S. and Canada.

In this episode, Jessi and William discuss:

• How William accidentally became an HR leader at 23
• Why curiosity and humility can build trust faster than pretending to know everything
• What HR learns by getting closer to the actual work
• Why HR cannot become robotic, even when compliance matters
• How mission can show up in nonprofits, food companies, and high-growth tech
• What it was like to experience Tableau’s acquisition by Salesforce
• How to handle layoffs in a more human way
• The mental health challenges of remote work, burnout, and blurred boundaries
• How AI is creating new stress and uncertainty for employees
• Why storytelling helps reduce stigma around therapy and workplace mental health
• What William would say to HR leaders who do not believe workplace suicide prevention matters

This episode is for HR leaders, people leaders, founders, managers, tech executives, and anyone who believes work gets better when leaders stay curious, grounded, and human.

Because HR is not just policy.

It is people.

CONNECT WITH WILLIAM

• LinkedIn
• Wrapbook