Let me tell you what real AI lead generation looks like.
Most businesses struggle with lead generation because it's either expensive, time-consuming, or produces terrible results. Cold outreach gets 2-5% response rates. Paid ads cost a fortune. Networking events are hit-or-miss.
I build AI machines that change this completely.
My systems achieve 35-48% response rates by:

Finding your ideal prospects automatically
Researching their business and pain points
Crafting personalized outreach that actually gets responses
Following up consistently until they reply

The result? A steady stream of qualified leads who want to talk to you, not dodge your calls.
I've used these exact systems to build my own business and now I build them for clients who want to stop chasing leads and start attracting them.
Want to see how much this could boost your revenue?
>> https://fractionaio.com/revenue <<

Jonathan Green

The Scotts Miracle-Gro Company

Managed all aspects of human resources functions for 2nd largest chemical plant and three warehouses that produced 16 million cases of product annually including 120 different sku's (products) with 320 team members, and within three warehouses. I served as a member of the chemical plant senior leadership team.  

Talent planning and acquisition: Increased employee engagement retention through facilitating the integration of previous staffing partners’ data to build a comprehensive summary to identify and predict areas of high turnover and find ways to increase retention 

Temporary staffing: Implemented new broker style (BLOOM) methodology incorporating multiple agencies instead of one

Culture and Employee Relations Management: Investigated into multiple long-term systemic employee relations and leadership issues on-going for +10 years meeting with employees, organizing 1:1 weekly meeting with employee and manager using SMART goal setting and 5 Why’s methodology to mediate the issues. Results included unsolicited positive feedback from 3rd shift; employee's engagement improved on 3rd shift evident by positive feedback, increased smiling and community with each other instead of being isolated and quiet. Managers stating they felt supported solving long-term issues.

Regional Human Resources Manager

PSSI

My role was to serve and partner with our senior field leadership team, plant HR, and the operations teams. In doing so I participated with the corporate executive leadership, corporate HR, compliance, legal, and the safety team needs. I thoroughly enjoyed serving 54 plants, communities, and customers in Minnesota, Wisconsin, Iowa, Nebraska, and South Dakota as we all worked together as OneTeam. (Laid off)

Trusted HR Business partner supporting senior and field leadership team to deliver shared business and plant goals, HR, and safety strategies  

Employee relations: managed complaints and ethics calls: provided prescriptive training to teams to avoid legal pitfalls 

Continuous improvement: invited and participated with senior leadership through targeted organizational continuous improvement discussions to help develop a better organization for 2024 through targeted idea generation due to my previous contributions to the company  

Retention & turnover: Overall reduction of division turnover by 16% in 2 years by leading the Employee Retention Program (ERP) via live streaming multiple training sessions each month to 35-54 plant operations HR, safety, and leadership teams ensuring everyone is living the expectations to protect new and current team members against turnover and ensure they go home safe 

Employee engagement: led field engagement survey, conducted survey on multiple devices and platforms assisting team members, extrapolated data, action planned areas of improvement with leadership using SMART goals 

Coach and develop leaders: coached and mentored developing leaders, and collaborate on performance management

Divisional Human Resources Manager     

Chris Nelson Consulting 

Provided a full suite of customized HR support to small local businesses up to $500 million in annual revenue in industries including; industrial manufacturing, food manufacturing, recruiting, transportation, expert witness testimony, mechanical engineering, fire protection, engineering, beef agriculture, restaurant, telecommunications, and safety industries.

Human Resources Consultant

Rembrandt Foods

Led human resources projects collaborating with various departments and field locations throughout change initiatives, direct managed HR functions including recruiting at multiple layer/breaking and food production & manufacturing sites in different states. (Left due to multiple facilities closing.)

Corporate Human Resources Manager 

Amazon

Led Human Resources Business Partners through challenging situations including: ADA, discrimination, harassment, workplace violence, workers compensation, and drug & alcohol cases. Collaborated with 20 Sr managers and new managers providing full service human resources support to cross functional client groups and an hourly employee population up to 2,000 employees. Close relationship with legal, workers' compensation, and union avoidance initiatives. Worked days and nights in this dynamic 24 x7 atmosphere in a continuous improvement environment.

Senior Human Resources Business Partner

Walmart

Developed and implemented sustainable solutions, built and measured the effectiveness of prescriptive human capital programs. Training and development manager for salaried and hourly associates in seven upper mid-west and rocky mountain states. Supported Hawaii and international markets in South America and India revamping Sam's Club onboarding and training process for their store set-up teams.

Regional Training and Development Manager

Led human resources functions for twelve stores with annual sales of $550 million, 3,500 team members and 150 salaried members of management. Project work included implementing major change initiatives including: impacted human capitol through RIF's, implementing maximum wage ranges, new $4 prescriptive drug program, and organizational re-alignments.

Market Human Resources Manager  (Promoted to Regional Training and Development Manager)

Avera Queen of Peace Health Services

Multi-site human resources director for five campus locations for the region. Led the Joint Commission on Accreditation of Healthcare Organizations (JCAHO) audit process for human resources department.

Director of Human Resources

Target

Managed human resources and payroll functions, workers' compensation program, implementing and managing the employee opinion survey, and succession planning.

Executive Team Leader - Human Resources

Performance-driven senior human resources professional with a track record for delivering impressive results in a broad scope of leadership positions. Strengths include building trusting relationships, developing long-term strategic solutions, champion company culture, translating analysis to strategy to deliverable results. Ability to lead as well as influence diverse, cross‐functional teams to achieve organizational objectives in both field, management, and corporate. 

Strong reputation as a thought leader, developer of people, continuous improvement and change leader, and building a strong people-first culture supporting company objectives as One Team. Belief in being  authentic, empathetic, people first, collaborative, servant leadership, and building internal business partnerships while maintaining strategic alignment to business objectives.

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Jonathan Green

Christopher Nelson

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