Greg Gerber Email & Phone Number

Salt Lake City Metropolitan Area

Us

Joined UTA at the onset of COVID, and within two weeks of starting, the Talent Acquistion team transitioned to remote work for the first time in the department's history. Despite the sudden change, we rallied and privoted swiftly and seamlessly, ensuring that our transit services continued without interruption. Now, as we stand on the brink of significant growth, with over 50 years of connecting Utah communities behind us, we're only just scratching the surface of our potential.In a government agency, nimbleness and adaptability are not always the norm. However, at UTA, we're challenging that perception by fostering an environment that encourages innovation and flexibility. This commitment to excellence has been recognized by APTA, naming UTA as one of the top 3 Transit Agencies in the country. As the state of Utah embraces public transit like never before, there's no better time to join us on this exciting journey. Your adventure begins here! #disruptTalentAcquisition

Providing Operational guidance in the areas of Administration, Operations, Human Resource, Talent Acquisition, Workforce Planning, Talent Management, Compensation/Benefits support for various organizations.Have worked on a variety of intiatives within numerous industries including a few legal, fully licensed Cannabis / Marijuana organizations. In 2019 over 100 entities submitted business proposals to the state of Utah to bid on 14 Medical Marijuana Retail Pharmacy licenses approved by the state. My team was given the distinct honor of being approved for 2 of the 14 licenses and has been operational since the beginning of 2021. Much of my Consulting work requires me to advise companies who are managing extreme growth. This requires an ability to manage a variety of initiatives ranging from HR Strategy development, Workforce Planning, ATS/HRIS integration, Creating/Executing Talent Acquisition Strategies, and writing lots of Standard Operating Procedures. Tons of variety and lots of fun!

Las Vegas, Nevada, Us

Designing, implementing and supporting Talent Acquisition and Human Resource initiatives within a $45 Million operation while navigating an IPO buyout. Achieved award-winning status in Nevada as a high growth Cannabis / Marijuana operation and structured the Department to support a 300% employee growth projection in 2019. • By implementing a Kaizen methodology of continous incremental improvements the team was able to drive Time to fill from 57 days to 11 for the Retail store operations without any increase in turnover.• Work with internal and external service providers to create visibility around business KPIs needed to track the health of the department. Resulted in Higher Quality of Talent, fewer interviews per hire, and significantly less time to fill a position.• Partner with senior business leaders to build robust recruitment strategies and annual plans based on deep knowledge of their businesses.• Lead the development of an enterprise pipeline framework for Talent Acquisition.• Work with HR Business Partners to develop diversity metrics, dynamics, and strategies to influence results.• Develop strong relationships and links to universities through the Career Services office, faculty, alumni and student groups to increase on campus brand awareness and strength.SUMMARY OF INITIATIVES: Human Resource department assessment, New Recruiting Team buildout, Hiring Process rebuild, ATS Replacement, HRIS Solution Assessment and resolution, SOP creation, complete job description build and rewrite, designed from scratch a full cycle Talent Acquisition Department and mapped out a scalable Human Resource department capable of supporting a buyout and significant growth.

As a co-founder to this organization, I oversaw the Operations of the organization, built the Human Resource and Recruiting department around a proven scalable model of operation, with an intense focus on driving Candidate Relationship Marketing to the next level. Actively participated in building an innovative proprietary SaaS that engaged talent in a new way. CareerKarma360 is dedicated to creating world class Candidate Experiences by helping companies locate and engage with Talent. ● In the first 6 months of startup, secured 20 clients and hit budget projections established in business plan.● Facilitated as the primary PM/BA and SME on Building a Candidate Relationship Management SaaS for clients of CareerKarma360 to bring a better Talent Acquisition and engagement process into play.● Successful recruiting, sourcing, screening and placing of Professional, Technical, Leadership and Sr. Leadership Talent.

Salt Lake City, Ut, Us

Transformed the Recruiting team culture to be more sales driven and scalable. Successfully recruited and filled Technology positions, while hiring and on-boarding several new recruiters who went on to smash hiring records. Further defined and built a sourcing department from scratch to serve the Recruiting Team. Restructured the team to better align with the company’s strategic objectives.. Implemented “4 Disciplines of Execution – 4DX” bringing a greater cadence of accountability to each of my team members, resulting in higher levels of production from each member of the team.Accomplishments include:Achieved 4 record months of hiring talent and an annual hiring total exceeding any ever produced by the organization.2014/2015 Raised the Recruiter’s average hiring stats greater than any in company history.Restructured the Recruitng team and established a strong culture of Trust and Accountability.Helped roll out a new ATS system called Talent Rover.Successfully designed, and rolled out a POD structure to bring additional recruiting focus to separate areas of the Account Management Department.Successfully introduce fundamental Recruiting Metrics to the organization.

The Woodlands, Texas, Us

Built the recruiting team/department from scratch. Responsible for Recruiting for open position and building a world class Talent Acquisition Process and team. Recruited Technical talent, Medical Patient Advisors, and strategic leaders within the organization. Was responsible for all things related to Recruiting/Talent Acquisition/Management, on-boarding, workforce planning, workforce improvement, compensation evaluations Vendor selection/management, employment branding, employee value proposition, Interview guides and ATS systems administration for a National Healthcare Revenue Recovery, Patient Advocacy organization. Reported directly to the Chief Legal Officer.Chuck Kable, Chief Legal Officer:Greg is a skilled talent executive. His strategic approach is complemented by his ability to build teams in a way that focuses effort to best meet the needs of the organization. He is adept at developing and maintaining critical relationships that allow his team to deliver value in the most effective and efficient way possible. At Cardon, Greg built the talent acquisition team from scratch, and since that time he has delivered industry leading results. I am pleased to recommend him.Accomplishments:• Recruited Key Senior Leadership talent across the country in this high growth organization. • Hired, coached and developed a new team of recruiters, who broke hiring records going from 42 to over 90 hires per month.• Across the board metric increases in Candidate and Hiring Manager customer satisfaction.• Drove 90 day Voluntary turnover down 30%.• Drove "average time to fill" from 65 days to 24 days.• Relaunched the ATS system of choice to include System, Process and Interview Training.• Introduced a social media and branding strategy that resulted in a stronger Brand presence in the market.• Set department structure and rules of engagement around how the Talent Acquisition resources will be distributed and leveraged across the organization.

Orlando, Florida, Us

Started with the organization in the capacity of a Sales and Marketing Recruiter. Was promoted to build a Recruiting team within the first 18 months. Numerous business/staffing accomplishments include:• Recognized by executive leadership team for hiring some of the strongest talent in company history.• Successfully hit what was called "an impossible target" by hiring 60 marketing professionals in a two week window. One of the most successful recruiting initiatives, and recognized for it's success.• Built a Talent Acquisition team and Recruiting department within a $350 million organization.• Hired and managed Recruiting department of 5 Award winning Regional/Site Recruiters.• Managed the Talent Acquisition/Recruiting department through extreme growth, a company-wide re-brand, 4 restructure's, and two Reductions in Workforce, by adapting process and service level agreements, implementing staffing forecasting strategies, and leveraging the enterprise more effectively, resulting in an increase in sales staffing levels from 90% to 100% driving an additional $65 million in annual revenue to the organization.• Successfully sourced/selected/onboarded over 3000 sales/marketing and administration professionals annually.• Drove turnover down by 27% resulting in savings of approx $13 million.• To fulfill a lack of leadership bench strength I lead a team of subject matter experts who successfully designed/implemented a sourcing and recruiting strategy which incorporated succession planning and a Manager In Training program to on-board new leaders within the organization. Major Accomplishments: Received the highest performance rating of "Exceptional" every year. Promoted to Director of Talent Acquisition within the first 18 months of employment due to successfully implementing full recruiting life cycle process improvements within 11 remote sales offices and reducing turnover by 35%. Multiple promotion offers during tenure. Reason for Leaving: - Resigned.

Salt Lake City, Utah, Us

Reported directly to the CEO.• Grew revenue by 500% ($900,000 to over $5 million) in the first 16 months by building a Recruiting, Talent Acquisition team and driving new business development.• This success was achieved by Hiring, coaching, mentoring and Managing a team of sourcers and recruiters who successfully pipe-lined contingent IT staff to supplement the internal IT consulting team that existed. This team also sourced and recruited direct hires for our clients.Major Accomplishment: Designed, Implemented, and Managed key sales, business development, sourcing and recruiting strategies that were scalable allowing the business to rapidly deploy and expand it's service offerings. Increased the firm’s revenue from $900,000 to over $5 Million in 16 months.Reason for Leaving: Resigned for career advancement opportunity.

Salt Lake City, Ut, Us

Major Accomplishment: Starting with zero accounts was producing revenue within 90 days. Landed the biggest IT Recruiting Services Contract in the Agency. By executing a combined strategy involving business development, Sourcing, recruiting and placing qualified IT professionals, was rated one of the top revenue generators in my division.• Using sales, business development and account management skills developed from 10 years of sales experience, grew a book of business from $0. to $1,200,000 per year revenue (All new business). • Using advanced Sourcing, and Recruiting techniques successfully placed numerous technology professionals within clients.• Made significant contributions to the growth of an IT recruiting division that went from $200,000 to approximately $3 Million in revenue. • Within 90 days my desk was generating revenue.Reason for Leaving: Resigned for Career Advancement Opportunity.

Bachelor Of Arts - Ba, Business Management

Bachelor Of Arts - Ba, Psychology