Dave Gregory Email & Phone Number

Kansas City, Mo, Us

Kansas City, Mo, Us

The secret to Weber’s success over the past 40 years is the ability to listen to customers, design, build, install, and service the food processing equipment needed to deliver the safest, most efficient, and least labor intensive solutions possible. Weber’s brand promise, Perfect Portion, demonstrates our ability to innovate and help create an executable plan for your plant. Our Guardian program reduces cost of ownership and ensures schedule adherence through planned maintenance and training. Weber is committed to delivering the Perfect Portion experience for employees as well. We select our team members carefully, understanding their strengths or natural talents, preferred behavioral styles and internal driving forces. Weber invests in their people offering an industry leading compensation model, a focus on people development, and an environment of inclusion. Contact me at dave.gregory@weberweb.com for information about our opportunities.

Raymore, Missouri, Us

We are integrating the most reliable and predictive talent management data on the market today to ensure you excel in talent planning, talent acquisition, on-boarding and integration, performance management, individual, manager, and leadership development, and succession planning, readiness and retention programming. At Conatus3, our clients scientifically measure their people's preferred behavior styles, motivations, and how they think and make decisions. These insights coupled with an alignment of mission or purpose are generating a passion to perform. When more people are inspired to perform, your organizational results improve.

Bellevue, Ne, Us

Researcher with Bellevue University's Human Capital Lab, focused on finding the reasons why some people perform consistently and others fail to meet expectations. Adjunct Professor for Bellevue University's College of Continuing & Professional Education in the areas of Leadership and Management. An opportunity to share experience and implementation of Leadership and Management theories influencing leaders and managers who are already in the workforce. My deep respect for Bellevue University's vision and mission inspired me to join the team in creating Real Learning for Real Life.

Irvine, Ca, Us

As the Vice President of Human Resources Organizational Performance for Alorica, a global business process outsourcer Mr. Gregory's teams protected the world’s most valuable Brands. His experience includes supporting 600+ lines of business across a variety of clients including, several of the largest healthcare providers, 6 of the 10 largest banks, 70% of the Fortune 500 companies, and 4 of the 5 largest communications companies. During Mr. Gregory's tenure, Alorica grew with the West and EGS acquisitions from 20,000 employees to more than 8,000 leaders supporting 120,000+ contact center associates. His teams aligned Alorica’s Vision, Mission and Brand Promises with the Alorica Operating Model to drive insanely great employee experiences. He led cross-functional teams integrating the Human Resources products and services during the acquisitions. The Leadership Development programs include self-paced, virtual delivery, and face to face certifications. Mr. Gregory established measurements of success in KPI attainment, speed to proficiency, speed to implementation, improving the employee experience, and delivering on client/customer engagement. One example, the "Next Level" coaching program for Amazon generated more than 79 Customer Obsession Award’s in 2017 compared to 16 in 2016 and zero in 2015. As Amazon’s Partner of Choice, the program generated millions of dollars in additional business.

Omaha, Ne, Us

As a Director for the PEG, my teams built programs and processes to support more than 2,600 leaders helping more than 20,000 front line employees across a global network of 40+ site locations. We consulted, designed, developed, and delivered programs to support the full scope of People Development strategies. As we streamlined the Human Capital Assessment processes, we reduced time to hire by 45% and improve speed to proficiency across multiple lines of business with some seeing up to a 60% improvement (reduction of 185 days to 74 days for proficiency.) Programs focus on leading to create discretionary effort from employees at all levels. When leaders create more discretionary effort, the resulting performance improvements are significant. Some examples for specific programs include reducing attrition by 45% resulting in $3M+ annualized cost savings YOY (2012 to 2013), improving sales results for a major telecommunications company from less than 3,000 units per month in January 2013 to 12,000+ units per month by August 2013 and sustaining sales results through 2013. In 2014, we further reduced attrition from 2013 level of 105% annualized to less than 57% in 2014 while growing the client from 1,200 agents in January 2013 to more than 3,500 agents in January 2015. These results grew gross margin from sub 10% to more than 34% from 2013 to end of year 2014.

As Chief Learning Officer and Consultant at Inspired Performance Solutions, Inc. (IPS), my responsibilities include identifying and implementing strategic training plans to help clients of IPS identify strengths of their human capital resources, develop content focused on developing those strengths, and through the use of spaced repetitive learning implement business solutions to grow the organizations’ revenues and effectiveness. IPS clients include Fortune 500 companies in the areas of telecommunications, health care, and financial planning, as well as, small businesses with as little as $250K in revenues. Results from some of our specifically designed programs include reducing attrition in a call center from 120% annualized turnover to less than 60% annualized turnover. In the same case, call volumes decreased 20% year over year, but gross sales increased 18% year over year. Overall operating costs decreased 48%. Additionally, our focus on improving the overall effectiveness of the organization allowed the call center to win additional contracts from their customers. More examples and data are available for other clients.

Monroe, La, Us

I managed sales and operational effectiveness training for the Field Sales (Retail Stores, Indirect Retail, and Service to the Door); Telesales (Vendor's conducting both in-bound and out-bound campaigns for Qwest), Emerging Markets (Vendor Partners selling Qwest as add on products), Service to the Door (Vendor Partners), e-Business (Click to Chat), and the Client Financial Services (CFS) or collections call centers. Our training and development teams achieved ASTD's Best Awards for the programs we designed, developed, and delivered.

Monroe, La, Us

As the Regional Training Manager for Qwest call centers I supported Consumer call centers across the United States and Canada. Training support included new hire, continuation training, quarterly promotion training, and various management training to support sales and efficiency objectives.

Juris Doctor, Law

Bsba, Marketing, Communications