Bryan Preston Email & Phone Number

I founded Gaelic Business Solutions, to promote real and lasting change in human resources, operations, and sales for Fortune 500s and smaller companies seeking transformation. A company is only as great as its people, and greatness lies in leadership and capacity building. I spearheaded the development of people and culture strategy for a not-for-profit entity, regulating a bulk power system for 400M people in North America. Human Resources must also respond to the changing organizational landscape. Additional successes include:✩ Orchestrated succession planning and leadership development to increase organizational sustainability.✩ Advised high-profile client to streamline operational practices, increasing profitability 50%.

Atlanta, Ga, Us

I stepped into this role with a strategic plan and ready to make changes. I saw areas for improvement: talent management, performance management, and training/development for a workforce of 230 employees. Having previously served as a consultant, I was trusted by the C-suite and board of directors as an HR strategist, advisor, and subject matter expert.Immediate change can only be achieved through organizational support and realized with communication and employee engagement; thus, I defined scope of work, succession planning, compensation plan, benefits, HRIS, performance management, payroll processing, and resource groups in pandemic environment, reducing regrettable turnover to <5% per year. I continued my focus on leadership development, designing the Leadership Lab for the hybrid workforce and training key leadership competencies for all people leaders – resulting in savings of 40% for total compensation and client recruiting fees for executive hires.My work was also noted for:✩ Opened a newly designed, post-pandemic office in DC with focus on collaborative workspace, which was nominated for Best of the Best Design Awards.✩ Visioned and help author work-from-home policy and agreements, allowing for corporate expansion across 40 states.

Peachtree City, Georgia, Us

As Director, Total Rewards for Panasonic Automotive, I directed the development of human capital for 8,000 employees. I oversaw full-cycle HR management creation, title framework, market-based pay, and consistent compensation practices across the company to ensure compliance and organizational pay equity through third-party audits. While capable of facilitating a range of human resource responsibilities, my area of focus and strength falls within process improvement and project implementation, transforming HRIS (Workday) strategy and management to define performance management, compensation, succession, and analytics for USA and Mexico. This transformation led to a reduction in the production of monthly workforce analytics reporting from 3 weeks to 2 days.My efforts resulted in:✩ Reduced operational costs $10M annually by moving from centralized to decentralized organization development methodology.

Carrollton, Ga, Us

In this role I was selected by the C-suite to create a product management function for the Power Systems and Solutions Group with approximately $2B annual revenue, 3K employees, and 12 manufacturing facilities. This was not a rapid change, instead I implemented a phased approach to integrated marketing and product management, addressing need for profitability, facility utilization rates, and customer satisfaction. This illuminated underperforming product lines and intensified the need for their sale and a refocus on producers.

Carrollton, Ga, Us

I was recognized for my work as interim CIO and handpicked by the CHRO to create new talent management function in this 7K-employee company. I made immediate and lasting impact by creating a strategic framework for human capital development, including recruiting, leadership development, employee development, and corporate communications. I was also tapped to handle the not-for-profit arm of the corporation, establishing a board and determining where charitable donations should be contributed.My efforts included:✩ Saved organization approximately 40% in recruiting fees per role when employees were promoted internally.✩ Increased employee engagement from 65 to 75 with application of surveys, analysis of critical focus areas, employee discussions, feedback with executive management, and action planning. ✩ Received SAP’s Better Business Results award with implementation of human capital management program.✩ Collaborated in selection of CEO, providing vision and direction to guide executive HR process.

Carrollton, Ga, Us

I saw areas for improvement and immediately executed organizational change management and training for company’s single largest technology SAP implementation. No implementation can be completed without training; thus I constructed and initiated training on the technology, developing comprehensive modules to ensure best practices. As interim CIO, I also co-led a billion-dollar acquisition, researching, analyzing, and determining corporate direction to ensure a successful purchase.

Bachelor Of Arts - Ba, Quantitative Economics

Education record