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Colleague Comments


"Gary is an accomplished HR leader with a proven track record of aligning HR with the business and driving large scale change through the organization." Phil Merdinger, Principal and Worldwide Partner, Mercer Human Resource Consulting

"Gary was diligent in his pursuit of excellence, uncompromising in his zeal to help me change the organization from the top down. Gary is one of those unique people in his profession who have the ability to size people up very quickly and execute a plan to help get all the right people in the right positions. His knowledge of labor law and current trends was essential in helping us to accomplish all that we did during his tenure. I would highly recommend Gary for any organization." Michael Benstock, CEO, Superior Uniform Group

"I was extremely lucky to have worked with Gary. From day one, Gary proved to be a formidable business executive and partner, who possessed a wide range of HR knowledge, which allowed him to immediately focus on the meeting the company's strategic business objectives. His goal was to impact the organizations financial bottom line, drive results, support the internal and external clients, and develop his HR team. Gary's leadership produced personal and professional growth, not just for his direct reports, but for the entire HR team, as he freely shared his experience and knowledge. He is a personable manager, who has the ability to enhance the performance of his employees, by being engaged in the tactics of their duties, and then providing guidance on how to increase performance outcome. Gary is a dynamic, and motivating leader, who would be more than a just great leader and business partner, but a vital asset to any organization, and I recommend him highly." Tammala Payton, Associate Director, Human Resources, Stiefel, a GSK company

"Gary is an excellent Human Resource leader and generalist. Operates at the "C" level and has broad, diverse skills. Highly recommend in any senior HR capacity." Trevor Dignall, Founder, Dignall and Associates

"Gary is a very knowledgeable and experienced HR professional. The service he provided our Oak Hill manufacturing site was valuable and well grounded. He understood the problems confronting not just the salaried professional but also the hourly line worker. He was diligent in resolving issues and always met his commitments. It was a pleasure working with Gary." Walt Palmer, Sr. Director Supply Chain Operations - US, Stiefel Laboratories

"Gary and his team were instrumental in helping me with recruitment initiatives and employee relations issues when he was Executive Director Human Resources at Stiefel. He has extensive experience in change management and an innate ability to build great teams through cross-functional collaboration across all parts of the global organization. I truly enjoyed working with Gary and would highly recommend him for any senior HR leadership role." Wayne Wilson, VP, US Sales, Stiefel Laboratories

"Gary is a "hands-on" executive that uses his experience to drive $ savings for the organization. He takes the time to review existing policies and procedure and then recommends and implements cost saving improvements. Gary works well with all levels of the organization. He is approachable and has an open door to exchange ideas on how to improve the performance of the business." Matt Hoffman, Executive Director - Finance North America, Stiefel Laboratories"

Gary is a quality individual who adds value through his leadership, creativity and results orientation. He's one of those people you want on your team when you think about starting your own business. I have great respect for Gary and would extend my highest recommendation to anyone considering him as an addition to their team." Chris Attardo, Director of Sales and Marketing Development, Superior Uniform Group

"Gary's professional Human Resources background and overall business acumen made him a critical member of the executive team at Burnham. He possesses all of the required HR skills and knowledge but also brings an understanding of people and a passion for innovation that were essential in a corporate turn-around environment. Burnham successfully re-located corporate headquarters, centralized its customer service call center and employed other innovative people solutions to become more competitive in the logistics market. Gary's leadership in accomplishing these initiatives was a key element in their success." Mike Runager, V.P. Sales-SE Region, GENCO"

"Gary is an excellent change agent that brings new ideas to a company. Even though he possesses the ability to be a strategic planner, he is still able to also focus on the details. Gary is always willing to listen and aid any individual who requests his help. I strongly recommend Gary as an individual who can add value and make a difference for any senior management position." Ron Klepner, Vice President Marketing, Superior Uniform Group

"Gary is knowledgeable, personable, and a team player that leads by example. He has a wide breadth of HR knowledge in several diverse industries that he uses effectively to create innovative solutions. His ability to work in difficult and rapidly changing environments while maintaining a positive outlook is truly impressive. He's someone that gets the job done." Dennis Fox, President, The Client Development Institute


Seeking to turn a company's Human Resource Function into a Profit Center.

Open to relocation.


Chief Human Resources Officer and Business Leader with a multi-industry background. A record of partnering with the CEO and functional executives to build high performing, revenue generating, growth organizations.  Most recently growing revenues from $600K to $1.2B in 18 months for a global manufacturer.  HR thought leader who creates strategic initiatives, operational excellence, recruitment, talent development and retention programs that increase engagement, customer satisfaction and shareholder value, while reducing costs, minimizing risks and increasing ROI.

Trusted Partner, Coach and Mentor who resolves human capital issues and develops organizational structures, management succession pipelines, and total performance rewards programs contributing over $30M to company bottom lines.  High integrity and strong work ethic with leadership experience in all HR areas.  Core competencies include:

  • Strategic HR Business Alignment    
  • Leadership Development   
  • Succession Planning
  • Talent Acquisition / Retention   
  • Compensation / Benefits 
  • Restructuring and Growth
  • Operational Excellence  
  • Training / Organization Development 
  • Coaching / Mentoring
  • Compliance / Risk Management 
  • Conflict Resolution 
  • Global HR Management
  • Mergers and Acquisitions   
  • Creative Problem Solving    
  • Team Building


Golf Real Estate Hiking Electronics 

Work experience


Society Human Resource Management (SHRM)          Chair Atlanta Senior HR Executive Forum   

Co-Chair  HR SIG Kettering Executive Network                          Co-Chair Veterans Mentoring GroupBoard Member Interact Holdings Group                          Board Member Conversion Technologies Inc.Policy Adviser Bureau of National AffairsContributor/Adviser Chief Learning Magazine Advisory Panel American Automobile Association            Volunteer American Red Cross         


HR Partners, Consultant Partner, 4/91 – 5/95General Development Corporation, Director Human Resources, 9/87 – 3/91American Can Company, Manager Human Resources, 2/86 - 7/87

Sep 2009Present

Vice President Human Resources / Senior Partner

HR Partners LLC

(Previously employed) 1991 – 1995

(Fractional CHRO leadership, strategy, and coaching partnership.)

Providing fractional CHRO leadership, human resource expertise and strategy, coaching, and mentoring for executives and employees for small to medium size companies to build business, people and profits. 

  • Implemented high impact strategic, forecasting, and metric programs to meet 18% annual growth for manufacturer.
  • Drove a 16% increase in ROI by aligning operational processes and talent with professional services firm goals.
  •  Successfully upgraded 60% of executive talent to support business growth increase leadership effectiveness.
  • Increased performance 12% by designing management development programs aligned with business vision. 
Feb 2008Jul 2009

Executive Director HR

Stiefel Laboaratories

($1.2B global pharmaceutical company, 4400 employees, Company sold to GlaxoSmithKline.)

Helped organization revenues to double in 2 years.  9 direct reports, 15 indirect reports. Charged with building human resources service delivery and operational business partners.  Created strategic plans for leadership talent development, recruitment and succession, performance improvement, compensation and benefits.

  • Contributed $6,000,000 to bottom line by centralizing HR, developing cross functional teams, and creating shared services.  Reduced HR budget 8% spearheading HR global organizational restructuring.
  • Negotiated $3.9M reduction with suppliers and a $2M savings with benefit vendors to help hit business projections.
  • Coordinated three mergers totaling over $800,000 from due diligence through integration.
  • Galvanized 30% growth introducing Global Career succession plan, automating training and expatriate programs. Improved management talent pipeline partnering with senior managers as leader of HR Global Council.
  • Lowered costs $980,000 with $3M revenue impact by revitalizing sales recruiting process reducing times to fill.
  • Strategically hired over 300 technical positions to meet company’s aggressive domestic and global strategies.
Jan 2003Jan 2008

Vice President Human Resources

Superior Uniform Group

($150MM global healthcare apparel manufacturing and distribution company, 900 employees.)

Brought in by Board reporting to CEO to transform organizational structure and culture to meet changing industry needs. 2 direct reports, 4 indirect reports.  Developed HR, Sales, Marketing and Customer Service functions.

  •  Increased productivity 12% restructuring corporate roles and culture using a Greenfield approach.
  •  Reduced back office costs 60% by outsourcing and expanding near shore customer service function.
  •  Drove sales to largest increase in 26 quarters pioneering new sales training and compensation programs.
  •  Championed 360 evaluations, coaching executives to build on strengths to maximize their effectiveness.
  •  Achieved $200,000 HR savings and improved administrative efficiency introducing new HRIS system.
  • Partnered with Board to implement executive compensation and bonus programs to comply with SOX.
  •  Introduced ISYNERGY record system eliminating multiple storage and providing protected record retrieval.
Feb 1998Nov 2002

Vice President Human Resources

Burnham Services Corporation

($250M private 3rd party high-tech logistics and transportation service company, 2600 employees. Company sold to UPS.)Partnered with CEO to turn around US and Canadian operations for company.  3 direct reports, 6 indirect reports. Streamlined processes, built customer call center, eliminated employee issues, and negotiated union contracts. 

  • Captured $1,400,000 savings in Workers compensation premiums implementing safety initiatives.
  • Lowered costs $800,000 centralizing customer call center and revamping HR outsourcing functions.
  • Successfully negotiated with three unions to adopt new contracts averaging 2% under prevailing rates.
  • Reduced harassment incidences 80% creating and delivering sexual harassment/diversity training programs.
  • Resolved all 32 outstanding legal and EEOC problems for less then $30,000 cost to company.
Jun 1995Feb 1998

Chief Administrative Officer

Octagon Corporation

($400M entrepreneurial environmental & energy services company, 2500 employees.  Company sold to Numanco Industries.)CHIEF ADMINISTRATIVE OFFICER (1997 – 1998) DIRECTOR HUMAN RESOURCES (1995 – 1996)

Reporting to CEO accountable for building a US HR service model in 3 highly regulated subsidiaries and turning around operational issues. 2 direct reports, 4 indirect reports. Promoted to Chief Administrative Officer with additional direct operational responsibilities and oversight of 800 plant employees.

  •  Saved $12,000,000 revenue stream resolving employee relations problems that threatened company contract with Duke Nuclear Power by designing new supervisory training programs and metrics.
  •  Gained $250,000 annually savings using six sigma principals to reorganize operations and de-certified two unions.
  •  Reduced $5,100,000 liability to $1,200,000 by negotiating an environmental plant cleanup plan with Hitachi, Toshiba and Thompson Electronics.
  •  Installed integrated HRIS system reducing headcount. Saved $86,000 annually while increasing capacity.


Graduate studies

Carleton University

Labor Relations - Certification

Humber College