Greg Del Gado Email & Phone Number

City Of Industry, Ca, Us

As head of Human Resources, I delivered system-wide, fast-tracked HR strategies for food manufacturing and distribution operations in seven states until the company’s closing in 2020. In addition to overseeing companywide talent acquisition recruitment and development, payroll, employment liability matters, companywide compensation/incentive structures/deferred compensation plans, I also managed plant safety protocols. The broadband, market adjustment, and job classification methods I developed and implemented effectively addressed excessive turnover, and I oversaw state and federal compliance issues for all locations including EEO, FLSA, ERISA, ADA, FMLA, CFRA, OSHA, AAP. As a key leader in shared services, I controlled SG&A expenses and assisted with the overall EBITDA model.

Initially hired as Chairman of the Board of Directors and subsequently serving as interim CEO in addition to Senior Vice President of HR, I provided the full scope of HR and development leadership in preparation for an acquisition/merger.In addition to creating talent acquisition strategies to address and retain medical directors, doctors, nurses, and hospice workers, I implemented sustainable onboarding procedures that helped control turnover in improved inclusion practices.I identified systemic issues of profitability, operations improvement, and billing procedures. I also drove employment programs that addressed fair compensation structures for doctors and nurses executing fulfillment accountabilities.

As a member of the Executive Management Board, I designed and implemented firm-wide, multi-office talent acquisition programs for strategic growth of the organization. By developing best-practice training courses in succession planning implementation, employment law, talent recruitment acquisition, federal and state compliance, and HR metric accountability, I effectively transformed the HR department.As chair of the Employee Stock Ownership Committee, I managed the firm’s total compensation design strategies; I also served as chair of the Emerging Leadership Forum. I regularly reported HR trends and metrics to the CEO and Board of Directors to support creation of relevant policies and procedures as well as respond to the demands of emerging markets and changing business needs.In addition to designing and implementing the HRIS proprietary performance module—with defined compensable pay model factors and measurable dimensions of performance—we were successful in tying merit and bonus parameters to performance.

As a key member of the company’s senior leadership team and a trusted advisor to the CEO, other SLT members, and Board members from the company’s PE firm ownership, I managed the design and execution of Human R strategy, organization and culture development, talent management, succession planning, recruitment and retention, compensation and benefits, performance management, and employee relations.By defining and developing company strategies to manage all state and federal employee compliance guideline mandates and developing HR metrics for the organization’s growth trajectory, I supported the CEO as the company grew rapidly from 200 to 600+ employees and expansion through acquisition from six offices to 14 with VO offices in multiple states. I achieved all of this with a balanced SG&A target that supported the firm’s EBITDA.