Merging Experiences to Support Talent

Jessica Knell

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Title

Title

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Director of HR Talent Operations

Director of HR Talent Operations

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Organization

Organization

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Beacon Mobility

Beacon Mobility

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Location

Location

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Boston, Massachusetts

Boston, Massachusetts

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LinkedIn

LinkedIn

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linkedin.com/in/jessica-knell -shrm-scp-mba-1234b953

linkedin.com/in/jessica-knell
-shrm-scp-mba-1234b953

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Education

Education

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Bachelor's degree, general management/HR management (University of New Hampshire); MBA, general management (Plymouth State University)

Bachelor's degree, general management/HR management (University of New Hampshire); MBA, general management (Plymouth State University)

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Jessica Knell calls her father her biggest work role model because of his unwavering belief in his players' and his teams' subsequent success when he coached hockey. That taught her that real leadership is about seeing potential where others don't and giving people the confidence to be successful. In her current role at transportation services company Beacon Mobility, Knell flexes those leadership management skills as director of HR talent operations while using her background in operations, HR, and mergers and acquisitions (M&A) integration.

Jessica Knell calls her father her biggest work role model because of his unwavering belief in his players' and his teams' subsequent success when he coached hockey. That taught her that real leadership is about seeing potential where others don't and giving people the confidence to be successful. In her current role at transportation services company Beacon Mobility, Knell flexes those leadership management skills as director of HR talent operations while using her background in operations, HR, and mergers and acquisitions (M&A) integration.

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What led you to a job in training and L&D?

What led you to a job in training and L&D?

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Throughout my career in operations and HR, I saw how L&D transformed performance, retention, and culture. At Beacon, I have the opportunity to expand that into a larger vision, designing talent ecosystems where onboarding, training, succession, and leadership programs all connect. What drew me to this work is knowing that when people are given clear pathways, the right tools, and support, they not only perform better but also feel more engaged and ready for future opportunities.

Throughout my career in operations and HR, I saw how L&D transformed performance, retention, and culture. At Beacon, I have the opportunity to expand that into a larger vision, designing talent ecosystems where onboarding, training, succession, and leadership programs all connect. What drew me to this work is knowing that when people are given clear pathways, the right tools, and support, they not only perform better but also feel more engaged and ready for future opportunities.

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How have your responsibilities changed since you started with Beacon in 2019?

How have your responsibilities changed since you started with Beacon in 2019?

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When I first joined as an HR business partner, my focus was on being close to the field, supporting employees and leaders directly. Later, in M&A HR integration, I helped welcome 26 new companies and ensured their people felt supported during big changes.

When I first joined as an HR business partner, my focus was on being close to the field, supporting employees and leaders directly. Later, in M&A HR integration, I helped welcome 26 new companies and ensured their people felt supported during big changes.

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Today, as director of talent operations, my responsibilities span the enterprise to include talent development, succession planning, workforce analytics, and enterprise learning strategies underpinned by the integration of artificial-intelligence strategies and enablement. At the heart of it, my work is still about making sure people feel cared for, connected, and able to grow.

Today, as director of talent operations, my responsibilities span the enterprise to include talent development, succession planning, workforce analytics, and enterprise learning strategies underpinned by the integration of artificial-intelligence strategies and enablement. At the heart of it, my work is still about making sure people feel cared for, connected, and able to grow.

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Where do you see yourself in the next five years, and what is your ultimate career goal?

Where do you see yourself in the next five years, and what is your ultimate career goal?

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I see myself continuing to expand my leadership impact by guiding enterprise transformation, scaling AI-enabled talent strategies, and preparing organizations for the future of work. My ultimate career goal is to serve as a senior enterprise leader, where I can influence culture, strategy, and people systems in a way that drives sustainable business growth while creating meaningful opportunities for employees.

I see myself continuing to expand my leadership impact by guiding enterprise transformation, scaling AI-enabled talent strategies, and preparing organizations for the future of work. My ultimate career goal is to serve as a senior enterprise leader, where I can influence culture, strategy, and people systems in a way that drives sustainable business growth while creating meaningful opportunities for employees.

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Long term, I aspire to serve on a corporate board, leveraging my experience in talent, transformation, and M&A to help organizations navigate change and build resilient, future-ready workforces.

Long term, I aspire to serve on a corporate board, leveraging my experience in talent, transformation, and M&A to help organizations navigate change and build resilient, future-ready workforces.