Jenny Resnik

The whole GXO team was jazzed to pull together expert consultants and partners from GXO's tech and automation ecosystem for this packed day of consultation. Some of our big takeaways as a group: - AI has long-since left the "emerging technology" phase and, when effectively implemented, is having measurable impact as a force multiplier in the warehouse. - Automation continues to accelerate in impact, but like AI it has to be applied thoughtfully if it's going to deliver ROI. - Effective solution designs aren't just innovative, but responsive to the needs of a customer — and when they're done right, an implementation sings. - Be honest, be direct. Trust is the #1 factor that determines whether partnerships succeed.

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Every new customer account is a promise—and the right team turns that promise into performance.” Startups move fast. New accounts come with high expectations, tight timelines, and zero room for error. That’s why hiring logistics talent for these roles isn’t just about filling seats—it’s about finding builders. Recently, we onboarded a new client with complex delivery needs and aggressive SLAs. Our success hinged on hiring logistics pros who could: ✅ Think like operators ✅ Act like entrepreneurs ✅ Solve problems before they escalate In startup environments, the best logistics hires aren’t just task-doers—they’re decision-makers. They know how to navigate ambiguity, build processes from scratch, and keep customers happy even when the playbook is still being written. If you're scaling logistics for new accounts, hire for: Ownership mindset Cross-functional communication Comfort with chaos (and love for structure) Startups don’t wait. Neither should your hiring strategy. #DHLSupplyChain #StartupGrowth #CustomerSuccess #TalentAcquisition #SupplyChainLeadership #YellowUnited

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I was fortunate to join a panel of supply chain leaders at the ASCM Twin Cities Chapter Annual Summit last week. This question was queued up for me and there is a word in it I continue to see all over this platform; "uncertainty". It's getting to the point it's become annoying. 🚛 How Do Companies Evaluate Transportation When "Uncertainty" Is High? Market volatility is the norm. It's not the exception. Successful strategies depend on visibility and accessibility to data, operational flexibility, and the willingness to act on data-backed decisions. Here’s how leading companies are navigating it today, but you don't need to be a leading company to do it. I find many SMBs simply don't take the time and it's why they are basking in "uncertainty": 🔍 Start with Visibility Before optimizing, you need a crystal-clear view of your freight. Know exactly what you’re shipping and how much—by total volume, carrier, and type. Accurate dims, weights, and shipment profiles are foundational for every decision that follows. 📃 Revisit Your Commitments See if your agreements or contracts are tied to volume discounts or expectations. Are you meeting them? What’s the minimum volume needed to retain your pricing or service guarantees? 📦 LTL? Consolidate Smartly If you're moving regular LTL freight, your shipping profile likely shifts month-to-month—or even week-to-week. Consider strategies like: • Switching from just-in-time to fixed-day shipping • Using multi-stop TL to consolidate loads • Leveraging pool point delivery models Flexibility here often equals significant savings. 🚚 Know What’s Driving TL Rates Understanding market dynamics helps you better time and negotiate contracts. Key market drivers include: • The US economy, freight demand, weather, regulatory policy, and crude oil trends. 📉 Pay attention to lagging indicators like: • Cost per mile • Carrier tender rejections • Driver exits/entries 📈 But don’t ignore leading indicators, such as: • Containerized imports (a small share of total trucking freight, but still informative) • Tariff impacts on domestic manufacturing • Manufacturing output In short: Know your freight. Know your contracts. Know the market. The companies that win in uncertain times are those who can shift quickly, backed by data—not just intuition. How are you adjusting your transportation approach in this current climate? #SupplyChain #Logistics #TransportationStrategy #FreightMarket #LTL #Truckload #DataDriven #Operations #CostOptimization #LogisticsManagement

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The logistics and supply chain industry is booming—but so is the competition for top sales talent. In today’s market, we’re seeing: 🔹 A surge in demand for experienced sales pros who understand how to land business and retain it. 🔹 Fewer qualified candidates actively looking—many are being heavily courted 🔹 Companies struggling to stand out without a strong sales culture or clear growth path Logistics may run on operations, but growth runs on sales. The ability to attract and retain consultative, quota-crushing reps is becoming a key differentiator. 💡 My take: The best logistics companies are rethinking how they hire, incentivize, and develop sales teams—because the old playbook won’t cut it anymore.

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What is 4PL, and why does it matter? Chapter 1 of Modern 4PL for Dummies breaks down its evolution, the difference between 3PL & 4PL, and how an open 4PL model optimizes supply chains. Get insights from Redwood’s CIO, @EricRempel. Read the blog now! #Modern4PL #SupplyChain #Logistics https://lnkd.in/gYSy_MyU

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2 big takeaways from last week's Innovation Summit in Chicago: 1. Our #OTM Support model is redefining our technology partnerships. Our team has shifted the model from reactive traditional IT help desk to strategic business consultants by helping our shipper partners promote the untapped potential the system can provide their unique business needs. Shippers are taking advantage of our team to drive ROI with their technology investment and promote efficiency for their vendors, logistics operators, and end customers. 2. Supply chain resiliency is built upon adaptive mindsets. Shippers are generating value through a digital first strategy that allows for flexibility leveraging accurate data and an ecosystem of orchestrated technology to maximize their investments and battle the uncertainty presented in foreign trade and fluid domestic markets. A huge thank you to our shipper partners who could join the event. They are the visionaries with the long term goals that we help translate into tangible impact. #modern4PL #redwoodlogistics #oracle #supplychaintechnology

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My top 3 HR tech tools in 2025—and why they truly matter The HR tech landscape has grown rapidly—over 300 new platforms launched just in the past year. Amidst the noise, a few tools are genuinely helping us work smarter and lead with empathy at scale. After testing and rolling out various solutions across our global teams, here are three standouts that are making a real difference: 📊 Pave – Their AI-driven compensation benchmarking helps us stay aligned with live market data. We closed long-standing global pay equity gaps—and saw offer rejections drop by 23% by making more informed, equitable offers. 📚 Learnerbly – A beautifully curated learning experience tailored to each individual’s role, goals, and feedback. Engagement tripled. More importantly, it sparked a peer-to-peer learning culture we hadn’t even anticipated. 📝 Lattice – With continuous feedback and goal tracking, performance conversations are now more grounded and less stressful. Managers are spending 40% less time on reviews—and employees report a 52% increase in satisfaction with the process. The takeaway? Great HR tech doesn’t replace human connection—it empowers it. By reducing noise, surfacing insights, and enabling personalization, these tools help us lead with intention. Technology is never the strategy. But it can be a powerful amplifier of your unique people philosophy. What tools have changed the way your team works this year? #HRTech #PeopleFirst #DigitalHR #LeadershipTools #WorkplaceInnovation #TalentManagement

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They're too often under-appreciated, but the right value-added services can have amazing impact on a brand's supply chain, shaving costs while upping the customer experience. Worth the quick read, including insights from my colleague Nila Patel Cooper: https://lnkd.in/e3Zv-VX8

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The supply chain industry is stronger with inclusive workplace solutions that help young adults with disabilities build careers in warehousing and logistics. That’s why Infios is partnering with Parts Town and Aspire Chicago to power a simulated warehouse with our intelligent supply chain software, helping participants build real skills that prepare them for success. https://okt.to/WZPoJh

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HR's Role in Workforce Planning as a Margin Lever in 2026 As many portcos head into 2026 planning, workforce strategy is becoming one of the most important levers for protecting margin while enabling accelerated growth. What I’m seeing across PE environments is clear. Headcount decisions can no longer be viewed as an annual budgeting exercise. They need to reflect how the business intends to create value next year. And HR has a meaningful role to play in that conversation; not as a cost center, but as a commercial partner. The organizations generating real leverage from workforce planning are doing three things well. First, they anchor talent decisions to the value creation thesis. Instead of starting with “what did we have last year,” they start with “what capabilities drive the 2026 EBITDA plan.” This shifts the dialogue from replacing bodies to deploying capacity where it moves the P&L. It surfaces roles that no longer create value and identifies capability gaps that will constrain growth. Second, they bring data-driven clarity to productivity, throughput, and cost. Labor is usually the largest controllable expense. HR can bring discipline by pairing operational metrics with workforce modeling. Overtime vs FTE tradeoffs. Span of control redesign. Throughput bottlenecks. Quality and safety indicators that drive rework and cost. This is where margin is protected before the year even starts. Third, they build scenario-based plans instead of static headcount charts. PE-backed businesses operate in volatility. Workforce plans should reflect that. HR can partner with operations and finance to model best-case growth, conservative demand, and stress-tested downside scenarios. This creates agility, reduces reactionary hiring, and strengthens cash discipline. When HR shows up this way, workforce planning becomes a value creation tool, not a budgeting ritual. As 2026 planning cycles kick off, this is the moment for HR to drive a more rigorous, forward-looking labor strategy that supports growth while protecting EBITDA.

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The Hidden Cost of Hiring Delays 🕒 We’ve all seen it happen—a key role stays open longer than expected, and the impact starts to build. Teams stretch thin, execution slows, and business momentum takes a hit. But hiring delays often have a bigger impact than we realize. Beyond the immediate challenges, unfilled roles can quietly erode revenue, slow innovation, and make it harder to attract top talent—especially in high-growth environments where every hire moves the needle. In my latest article, “The Silent Revenue Killer: How Opportunity Cost in Hiring Impacts Business Outcomes,” I explore: ✅ The real financial impact of unfilled roles ✅ Stories of companies that learned this the hard way ✅ Practical strategies to balance hiring speed with quality Read it here: https://lnkd.in/drQv2jiT For those navigating hiring in fast-moving teams, how do you strike the right balance between speed and quality? Let’s swap insights in the comments! And if this resonates, follow me for more on hiring, talent, and business impact. 🚀

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