Darrell Gallo Email & Phone Number

Denver, Co, Us

Englewood, Co

Advisor on HR programs, talent management, policies and strategic processes, and operational leadership. Align HR resources and best practices through cross-functional teams. Devise integration practices for a subsidiary integration. Lead the execution of people processes. Coordinate and implement strategies associated with talent/succession management, and DE&I. • HRBP for other Boeing subsidiaries (Jeppesen and Aurora Flight Sciences) covering at times 800 to 1200 global employees. Develop and execute HR strategy to optimize software development imperatives. Focus on the transformation of global organizational needs while standardizing people practices, which includes workforce analytics and leadership development. • Managed compensation budgets to support global retention and critical skills. This included case-by-case recommendations and some reclassification necessary for retention and market competitiveness. • Previously managed employees in US, Italy, and Russia. HR execution to include the divestiture of a international business to a new buyer. This required complex strategic planning for employee redundancy, business continuity and alliances with HR global partners for 13 countries. Business result translating to $1.5M monthly improvement to Operating Earnings.• Established a promotion board slate used in career development and improved employee engagement. • Exercised compensation coaching strategies to managers to reduce fix cost associated unnecessary promotions and out-of-cycle increases. Converted software development contract labor to FTE, resulting in $1.6M G&A cost savings.• Co-facilitated union containment strategy sessions with leadership. • Conducted numerous complex and unique investigations to eliminate and reduce legal cost.• Facilitated Leadership Academy to improve managerial effectiveness by 40%. • Contributed to site work process improvements resulting in zero workers’ compensation claims.

Manage HR strategies for police and fire departments (approx. 1300 employees). Directed 11 HR personnel (staffing, employee relations, payroll, benefits, court liaison, and policy development).• Direct HR service delivery methods and efficiencies to reduce HR and operational costs and implement program improvements.• Prepare budget and manage the professional, technical, and clerical staff members assigned to HR public safety. Implement scalable solutions resulting in a 5-10% lower HR operating and municipal cost year-over-year.• Planning and execution of recruitment, lateral and promotional selection processes to improve employee experience.• Oversight of training, project development (including employee relations, succession planning and career development initiatives).

Contract project work that includes:*Canadian employment resource communication. *Americas employee communication development, strategy and tools for management. *Recruiting, EEO/AA, process flow*Search firm evaluation*Other program management responsibilites

Denver, Colorado, United States

Provided business guidance, coaching, and alternative leadership approaches for executives/management (eight VPs in Product Management/Marketing and two EVPs) and coaching to various levels of supervisors and union employees.• Created client growth strategies through staffing initiatives (behavior interviewing, return to work talent), employee engagement, and implement workforce/succession and organization planning.• Implemented employee effectiveness training to drive product and pricing management results. This involved extensive leadership focus, management competency development, job enrichment and accountability metrics, which heightened the awareness for each business unit to drive P & L financials.• Point person for several headcount reductions. This included designing new organization structures with the use of performance scorecards and other key performance indicators (KPI).• Reduced payroll costs through FTE job leveling and contractor elimination/conversions. This resulted in compensation efficiencies, role clarity and contractor savings of $1.1M.

Broomfield, Colorado, United States

Reported to HR SVP/Director and dotted line reported to business unit SVPs. Managed HR strategies for global sales, field services, network engineering, planning, outside plant construction and operations (up to 1200 employees). Supervised 3 HR Generalists, temporary and contract management.• Implemented performance management processes using performance scorecards and quarterly evaluations, which resulted in actual measurements tied to financial, customer and operations goals.• Decreased turnover by 25% and improved overall employee satisfaction by showing management practices and accurate metrics related to specific feedback that improved managerial effectiveness.• Created employee relation strategies (including investigations) that effectively reduced company litigation resulting in performance improvement plans, corrective actions, or reassessment of job levels of below target performers.• Devised workforce planning models during the expansion and contraction of the business. This improved flexibility of the workforce to meet the new organization structure, accommodate customer needs and retain top talent.• Delivered consistent compensation standards for internal and external competitiveness that included job mapping and salary band recommendations. These procedures provided accurate measurements of salary, bonus, band adjustments and stock recommendations for each employee.

Denver Metropolitan Area

Managed HR function for Western US region. Managed a budget and staff of 2 direct reports, 1-3 contractors (seasonal) and indirectly 12 market HR Representatives. Selected accomplishments:* Coordinated and staffed a region of 800 employees within 13 months, which includes reduced cost of hiring through the management of a recruiting partner and other streamlining practices.* Provided employee relations advice to all levels including corrective action matters, sexual harassment investigations, and EEO/wage complaints. * Delivered various supervisory and employee client training programs. Planned and responded to third party union activity that prevented company unionization. * Implemented Team Skills Assessment to identify deficiencies and strengths in core competencies which measured leadership, coaching /developing and customer focus effectiveness.* Developed employee retention program to reduce turnover by 50%.* Managed lowest overhead and operating cost per region.

Master Of Arts, Organizational Management

B.S., Management

Course Fulfillments Toward Undergraduate Degree

Course Fulfillments Toward Undergraduate Degree