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Gregg Sheehy

Vice President Corporate HR, Global L&D, and Talent Aquisition

Senior Vice President Talent at ABM Industries

New York, New York

Section title

Gregg Sheehy's Email Addresses & Phone Numbers

Gregg Sheehy's Work Experience

Hertz

Vice President Corporate HR, Global L&D, and Talent Aquisition

April 2016 to 2018

Estero

Starwood Hotels & Resorts Worldwide, Inc.

Human Resource Executive

October 2009 to April 2016

Stamford

Bank Of America

Senior Vice President Global Supplier / China Construction Bank

May 2006 to January 2010

Gregg Sheehy's Education

Rochester Institute of Technology

Bachelors, Hospitality

1984 to 1987

About Gregg Sheehy's Current Company

Hertz

About Gregg Sheehy

📖 Summary

Vice President Corporate HR, Global L&D, and Talent Aquisition @ Hertz From April 2016 to 2018 (2 years) EsteroHuman Resource Executive @ Starwood Hotels & Resorts Worldwide, Inc. HR Executive supporting the CEO / C Suite. CFO, CIO, President of Development, EVP General Council SVP Global Sales, SVP Global Initiatives, SVP Distribution Loyalty and CBO.o Global Recruitment Strategy driving the business metrics, efficiencies, talent assessment cost measures and increased performance.o Eliminated $1.7M in agency spend for 2014.o Implemented Behavioral assessments for key GM and Officer positions.o Reduced Time to Fill by 37%.o Key metrics regarding Slate Goals. o Created a Global Bench Review to institutionalize a consistent Talent Management Process.o Trusted business advisor through company transition during economic realignments.o Successfully initiated calibration / talent process for internal growth and executive development for all functions through team collaboration.o In partnership, supported the transformational changes necessary to develop strong bench of internal talent through succession planning.o Consistently delivered high impact service results in employee relations, recruitment, compensation, performance management and OD.o Saved $2.4M as a result of managing key contractual outsourcing focusing on aligning right fit culture.o Buillt, in partnership with key IT stakeholders the companies first IT Academy, integrating progressive and sustainable best practices toward becoming the IT Employer of Choice.o Approved and signed off on global selection tools for newly calibrated positions in finance and IT.o Built a Global IT HR Strategy regarding People Steering Committee focusing on talent management and critical business roles. From October 2009 to April 2016 (6 years 7 months) StamfordSenior Vice President Global Supplier / China Construction Bank @ Bank Of America BANK OF AMERICA Senior Vice President /Global Supplier Operations Executive 5/03 to present Managing the 43 Suppliers in the GCSBB Deposits Organization that have over a Billion in spend. • Managed the integration of the up ramp of 8000 associates in India with Bank of America Continuum• Accountable for the 3 year Call Center Transformation work with China Construction Bank Each project drives 10% efficiency to the bottom line.• 5% productivity target out of the 1 Billion spend tracking at 24.6mm YTD All projects driven through six sigma• Responsible for managing 3rd party supplier relationship with 2 call centers, 1100 associates, with a 60 mm spend to the Bank of America• Increased 3rd party supplier call center taking 60% of consumer volume to from being lowest performer to highest performer.• Delight Scores from 72% to an all time high of 90%• Decreased Shareholder metrics to a savings of 7 mm annually • Green Belt Certified From May 2006 to January 2010 (3 years 9 months) Senior Vice President Call Center Operations @ Bank Of America BANK OF AMERICA Senior Vice President Call Center Operations 5/03 to 5/2006 Business Support Executive to the National Call Center Executive to support and build consistent managment routines to drive out vairation prior to merger with Fleet Boston.• Managed the day to day operation of the legacy Model BAC Customer Service and Support call center environment with 2300 associates 4.6 mm calls a month and a 290 mm budget • Developed the strategy to implement 5 additional call centers in Legacy Fleet Boston to integrate with Bank of America with little to no disruption to the customer, shareholder or the associate • Managed the day to day operations of 10 call centers with 4300 associates, 8.7 mm calls a month, and a 250 mm budget post 6/19• Delight Scores from 72% to an all time high of 90%• Decreased Shareholder metrics to a savings of 7 mm annually • Green Belt Certified From May 2003 to May 2006 (3 years 1 month) Senior Leader @ The Walt Disney Company Director Destination Disney ( Call Center)Selected to develop the overall Learning Organization for the two call centers supporting Walt Disney World to enhance the Guest Experience prior to their arrival in Florida. Key partner in communicating to Executives the “How” we will meet projected targets based upon behavioral change with the cast. • Built a proposal for a Learning infrastructure to be successful against the goals. • Identified key talent to stack up against the aggressive timeline.• Drove the business case to influence that the Training was the appropriate way to drive the business with proven measurable results.• Gained credibility with Key leaders to drive the shift in culture to meet business goalsManager Training and Development Manager Park / Resorts Operations From July 2002 to May 2003 (11 months) Senior Leader @ The Walt Disney Company Director Disney University Challenged to create and direct an integrated world class HR/training strategy. Instrumental in developing HR / training systems that aligns with business goals and objectives to create a proactive organization. Accountable for a team of 100 and a project budget of $8 mm. • Provide leadership for a team of 100 Cast Members responsible for the Disney University Operations and Delivery, including Technical and Leadership Development, Multi-market Business Development, Disney new hire experience and Facilities. • Successfully attracted and recruited talent for key positions.• Managed Executive sponsorship throughout the property in all twenty-three lines of business.• Supported the development of a “Board of Regents” concept, which is cross-functional Executive representation making decisions around the Walt Disney World Training Investment.• Developed a process to build the budget on a cost-per-training basis. From July 2000 to July 2002 (2 years 1 month) Senior Leader @ The Walt Disney Company Director International Recruitment Directed all Human Resource efforts to meet the challenging needs with regards to the Walt Disney World® international recruitment strategy. Challenged to create a global network of procurement partners to understand the Disney Culture and implement the pre-hiring work for all international hires worldwide.• Responsible for the recruitment of 2,000 hires annually from 62 countries. • Contracted 15 procurement agents from throughout the world to market, prescreen and assist with processing new hires. • Developed strong partnership with Immigration and Compliance department and government officials.• Successfully recruited candidates from 39 countries in a 6-week period to provide a powerful guest experience for the opening of Millennium Village at Epcot®.• Led highly successful recruiting initiative in South America with Operating Labor Management and the Casting Executive Committee to recruit 500 Cast Members for summer 2000. From November 1998 to July 2000 (1 year 9 months) Manager Operations Recruitmen @ The Walt Disney Company Selected as a champion to lead a team responsible for all Parks and Resorts Professional and Internship recruitment during the growth of opening Disney’s Animal Kingdom and two new Resort Hotels, while unemployment was at an all time low of 2.5%. Championed a process re-engineering around the entire Walt Disney World® employment system to streamline cycle time and reduce Cost per hire. • Developed a new recruitment strategy, Countdown to Zero, which reduced open requisition cycle time from 30 days to 6 days. Influenced senior leaders to embrace process in all operations areas. Reduced the number of openings from 120 to 5 in food and beverage. Gained labor efficiency by reducing number of open positions from 80 to 5. Reduced recruiter headcount by one.• Reestablished relationships and partnerships by participating and recruiting at the New York International Hotel Show, the Chicago Restaurant Show, CHRIE, NACE, CHART, and The Multi-Cultural Food Service Alliance. From September 1996 to November 1998 (2 years 3 months) Managed several different Restaurants and Resorts in terms of the following @ The Walt Disney Company • Resort / Park Openings• Disney Land Paris Opening • Managed Restaurant operations • Resort Development • Enterprise Wide Food and Beverage Training From May 1989 to September 1996 (7 years 5 months) Senior Vice President Talent @ ABM Industries Greater New York City Area


Gregg Sheehy’s Personal Email Address, Business Email, and Phone Number

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Frequently Asked Questions about Gregg Sheehy

What company does Gregg Sheehy work for?

Gregg Sheehy works for Hertz


What is Gregg Sheehy's role at Hertz?

Gregg Sheehy is Vice President Corporate HR, Global L&D, and Talent Aquisition


What is Gregg Sheehy's personal email address?

Gregg Sheehy's personal email address is g****[email protected]


What is Gregg Sheehy's business email address?

Gregg Sheehy's business email addresses are not available


What is Gregg Sheehy's Phone Number?

Gregg Sheehy's phone (212) ***-*206


What industry does Gregg Sheehy work in?

Gregg Sheehy works in the Hospitality industry.


Who are Gregg Sheehy's colleagues?

Gregg Sheehy's colleagues are Amado SPHR, Michael Muzyka, Al Hoti, Jhusara Angulo, David Donaldson, Cory Hanna, Maria Mateo, Kayla CPA, Brian Steele, and Vera Sailors


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In a nutshell

Gregg Sheehy's Personality Type

Extraversion (E), Intuition (N), Feeling (F), Judging (J)

Average Tenure

3 year(s), 3 month(s)

Gregg Sheehy's Willingness to Change Jobs

Unlikely

Likely

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