Greg Brenner

University of Miami

What I do: As the Associate Vice President of Talent and Organizational Development within Human Resources I sit on the HR Leadership Team reporting to the CHRO/VP of Human Resources for the University of Miami. In addition to that team, I sit on the Executive HR Leadership team for UHealth & the Miller School of Medicine (the only academic medical center in the region) reporting the CHRO/VP of HR.  

I have the honor to lead the Talent & Organizational Development team as we get to partner with leadership and staff across "the U" and our academic healthcare system to conduct strategic planning sessions, design and run employee experiences such as I am the U and We Care which is our first-day orientation programs, executive coaching, team-building and intervention facilitation, change management/leadership, organizational design, conflict resolution, along with leadership and staff development programs. My team and I also administer our talent management and engagement program.

I have a wonderful and dedicated team who make this work come alive, every day at the highest levels. They truly make a difference and do their part together to transform lives at the U!

Associate Vice President Human Resources - Talent & Organizational Development 

As the Assistant Vice President of Talent and Organizational Development within HR I sit on the HR Leadership Team reporting to the Vice President of Human Resources. 

This wonderful group of people I am lucky to lead is fortunate to partner with leadership across "the U" and our academic healthcare system to conduct strategic planning sessions, design and run employee experiences such as I am the U which is our first-day orientation program, executive coaching, team-building and intervention facilitation, change management and leadership, organizational design, conflict resolution, along with leadership and staff development programs. We also administer our engagement survey among other duties as assigned.

I am so lucky to have a very dedicated team who make this work come alive, every day at the highest levels, they make a difference and do their part together and transform lives at the U!

Assistant Vice President,                            Human Resources - Talent and Org. Development

Talent and Organizational Development (TOD) serves the University community on all things cultural, setting the stage and enabling leaders to create the right work environment in making the University a great place to work, learn, and grow. A part of engagement is talent management, which is creating structure around succession planning and career paths in addition to  interpreting employee surveys that can bring about positive change. Another large part of TOD is diversity and inclusion. Understanding that diversity of thought and backgrounds is what makes UM s special place to be is in the fabric of this organization. 

Organizational Development (OD) also serves the entire University community, largely working with leaders and their teams from strategic planning, team building, change management, team interventions, and one-on-one executive coaching. OD gets to the heart of issues and helps teams work through their differences in a proactive and professional manner. Confidentiality and trust, when working with leaders, is the staple of OD.

I am fortunate to be surrounded by truly talented professionals who are the fuel to the success of Talent and Organizational Development. These same people find their passion in training, development, and diversity with the only focus being on how to help others succeed and grow.

Executive Director of Talent & Organizational Development - Human Resources

Organizational Development is part of Workforce Engagement and Development at the University of Miami. OD at the University assists leaders, faculty and staff through change initiatives, strategic planning, and coaching. The OD team is committed to being an internal consultant and strategic partner.

Director of Organizational Development - Human Resources

Today's organizations operate in a rapidly changing environment. Consequently, the long term viability of any organization is its ability to effectively manage these changes, and the impact of these changes on its most important asset…its people. Organizational Development (OD) strategies assist leadership in building team strengths that improves and sustains organizational performance and efficiency.

Organizational Development Specialist - Human Resources

Everyday People by The HR Dad

Everyday People Podcast - By The HR Dad is about Everyday People and their Real Stories! Listen to the podcast wherever you listen to podcasts. For more information thehrdad.com.

Extraordinary things happen all around us, all the time, with everyday people just like you and me. We are all Smack Dab in the Middle of Life and this is where the magic happens. Behind every individual, there is a great big story. My podcast is dedicated to telling your big story.

Podcaster - Everyday People Podcast - By The HR Dad

The HR Dad

You know how people struggle with their personal lives at the intersection of navigating their professional career? We all know people who have this struggle. If this is you, you must know you are never alone. 

Many times people feel fractured, invisible and undervalued at home and or at work. I use the power of storytelling, humor, and authenticity to help people grow and believe. From my experience as a Dad, and as an HR leader, I give practical advice to begin to fill up the fractured cup of fulfillment. 

I love to write, think, speak and coach about the lessons learned from home and work. Leaders matter, people matter and you certainly matter!

Applebee's / Applesauce Inc.

As Regional HR Manager, I was responsible for the HR functions of an area of over 900 employees. I reported directly to the COO and VP of HR, and had a close working relationship with the Director of Operations for our area in South Florida.

My responsibilities included handling sensitive information investigations, recruiting, leadership and  compliance training.

Regional HR Manager

Gables Restaurant Management

I was the operating partner in this business venture.  I ran the day to day operations that included financials, hiring, training, marketing, quality assurance, and team building.

President

Applebee's

As the Training General Manager, I was responsible for the day to day operations of this business while managing a staff of over 60 employees. In this role, I was also charged with the training of new managers.

Training General Manager

Recognized as one of the 2021 TOP 50 Most Impactful People of LinkedIn by Ahmad Iman. I am also known as The HR Dad and a thought leader whose mission is to Serve & Inspire Others So That People can Grow. I am a good kind of obsessed with building great work environments so that people can succeed in all facets of their life.   

I am the author of the Smack Dab in the Middle of Life series. My passions are with all things people. In collaboration with my incredible wife, I have two wonderful kids, a nineteen-year-old son and a sixteen-year-old daughter who make me distinctly qualified to be the Dad. 

At work, I support a wonderful team who has taught me to learn, inspire and grow as the Associate Vice President of Human Resources, Talent and Organizational Development at the fantastic University of Miami and Health System – UHealth. 

I cherish the time to write about HR, leadership, daily life. Thanks to my team, colleagues, network, and family, I always have plenty of material. Writer’s block is never a problem. Some say I can be very funny, sometimes serious but always authentic. 

👀 Specialties: 
Executive coaching • organizational development • listening • strategic planning/thinking • fun • the employee experience • culture transformation • human resources • recruiting • hiring • compensation negotiations • employee relations • conflict resolution & interventions • operations • leadership training and team building.🌞

40 Under 40 CPA Practice Advisor | Top 50 Women in Accounting | Helping B2A (Business to Accountant) companies and accounting firms increase their impact, influence, and income through leadership marketing. 👇

Desire to find and start conversations with your ideal clients? 
Grab my guide and get all the details: https://leaders-online.com/4cprocess/

Who am I?
Helping B2A (Business to accountant) companies and accounting firms increase their impact, influence, and income through leadership marketing. 
 ➤ Build a strong personal brand and grow a network of engaged followers. [Influence]
 ➤ Produce content that reaches the right people and positions you as an authority. [Impact]
 ➤ Gain access to leadership and business opportunities. [Income]

Outside of work, you'll catch me spending time outside or riding my horses. 🐎

Why become a thought leader?
 Now more than ever, an online presence is key to succeeding in business. Positioning yourself as a thought leader online enables you to gain access to the opportunities you desire while building trust with the people you serve. 

Who I work with:
✔ Accountants
✔ CPAs
✔ Coaches and consultants that serve the accounting industry
✔ R&D Tax Credit Firms
✔ SaaS companies that offer solutions to the accounting industry 

How I’m different.
Having spent the past 10 years working in marketing, sales, accounting, I have a unique perspective on the intersection between positioning, selling, and running profitable businesses. While working for one of the largest corporations in America, I saw firsthand how many firms missed out on business opportunities because of their lack of online presence, and I don’t want that to happen to you.

When it comes to thought leadership, there's not a one size fits all approach. I've built my online reputation from the ground up and know how to help you do the same.

Together, we’ll increase your influence, impact, and income. 

How it works.
1. Schedule a discovery session.
2. Together, we’ll build a plan that helps position you as a thought leader in your industry, sets you up to have access to the leadership opportunities you desire, and places you in front of your ideal clients. 
3. We’ll support your efforts. From coaching calls to helping you manage your ongoing efforts, we’re with you every step of the way.

Ready to get started? 

Make an appointment here: http://leaders-online.com/

Katie Thomas, CPA

One of the biggest complaints clients have about their accountants isn’t numbers or technical skill. 

It’s communication.

Not just “I sent an email and didn’t hear back.” That’s a problem too. 

But more often, it’s the silence during the work itself.

Clients want to know: Where are we in the process? What’s next? What should I expect?

Here’s the harsh truth: most accountants are overworked. They don’t have the bandwidth to communicate proactively. And without clear expectations set at the start, frustration is inevitable.

If you want to stand out as an accountant, communication isn’t optional. It’s how you turn overworked and invisible into trusted and indispensable.

#accountingandaccountants #business #smallbusiness

2025 Most Powerful Women in Accounting | 40 Under 40 | Top 50 Women in Accounting | Helping accounting firms increase their impact, influence, and income through leadership marketing. 👇

“I want this year to be bigger.”

More revenue.
Better clients.
A stronger brand.
More opportunity.

Have you said or thought any of the above? 

If so, I love that. 

But here is the truth I have learned in my own business and working with hundreds of firms.

A bigger year requires a bigger level of honesty.

You can't reach new goals with last year’s habits.
You can't attract better clients if you never show up where they are.
You can't grow your firm if you keep protecting your comfort zone.

And you can't outwork a broken system.

If you want a different year, you need a different rhythm.
One that is consistent.
One that builds authority.
One that helps the right people find you and the wrong ones filter out.

The firms that grow are the ones who stop hiding.
They post.
They follow up.
They tighten their offers.
They lead with their voice, not generic content.
They show up where their ideal clients are hanging out.
They spend time networking with the right people, not just prospects but people who inspire them.

And they say no more often.
To bad fits.
To chaos.
To things that take them away from what they are building.

If you want a bigger year, it’s absolutely possible, but it likely requires some changes. 

Which change will you focus on first?

#accountingandaccountants #business #smallbusiness

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Greg Brenner

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