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Greg Gast

About Me.

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Through Thirdstage Consulting, Greg is focused on Human Resource operational excellence, leadership development, and people problem solving for small and mid-sized organizations.

Greg’s initial business venture was the founding of Granatt HR, a Human Resources management and consulting firm in 1998, to which he added an employee insurance benefits agency in 2004. In 2006, Granatt HR partnered with Professional Payroll Solutions to form PROXUS LLC, a full-service payroll and human resources management firm. In 2012 he sold his business interest to his long time partner Jeff Green and became Senior Advisor to the firm. He recently stepped down after eight years of service as Chief Human Resources Officer for Sun River Health a 2000 employee federally qualified healthcare (FQHC) organization providing primary healthcare to the under and uninsured population in 50 locations throughout New York State where he continues to serve as a Special Advisor.

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Greg's contributions to the field of Human Resources were recognized by his selection as HR Consultant of the Year in the Philadelphia region. His credentials include Senior Professional in Human Resources (SPHR), a Master’s degree in Human Services from John Carroll University, and a Bachelor’s Degree from the College of Wooster.

Greg is a competitive athlete who was ranked as high as 39th in the world in his age group in Crossfit. In 2024 he qualified for the Triathlon Sprint and Olympic National Championships and finished 20th in his age group.

WHO WE ARE

Thirdstage Consulting is a leading human resources and leadership consulting firm dedicated to empowering organizations through strategic people initiatives. Our approach is rooted in understanding your business to co-create tailored solutions that elevate employee engagement, optimize talent potential, and foster a culture of continuous improvement. We are passionate about driving impactful organizational change and delivering sustainable results that propel your business forward.

Case Studies and Outcomes

- Large Home Healthcare provider
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A home health care agency asked us to determine the reason for its high turnover rate which was preventing them from accomplishing their core purpose of delivering quality patient care.  Our data analysis isolated two factors that were frequently associated with an employee’s to resign:  insufficient new hire orientation and the failure to provide competitive compensation at certain important career junctures.  In other words, staff did not believe they had the support and training to safely and effectively initially perform their jobs and many left for settings where they felt more comfortable.  However for those who remained, once they acquired the skills and experience to deliver effective services, there was insufficient recognition and compensation adjustments.  As a result, employees took their well developed talents to organizations who better rewarded their expertise.
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​Based on this compelling evidence, we recommended a two-pronged approach.  The first aspect extended and enhanced the orientation program for staff coming out of a hospital setting because these staff were experiencing the greatest transitional difficulties.  The second instituted pay increases commensurate with acquired clinical competencies and years of experience.

Human Resources Director

Emily Adams

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