Case Study: HR Leadership Transition Supports Global Growth at Bundy Baking Solutions

When the long-serving HR leader at Bundy Baking Solutions passed away unexpectedly, the second-generation family business faced a critical challenge. The company had grown from a regional manufacturer into a global enterprise, and this loss left a gap when sophisticated people leadership across international operations was most needed.

The four brothers who own Bundy Baking Solutions needed someone who could build the people systems required for their expanding global footprint while preserving the caring, people-first culture the family had instilled in the business.

The Company: Backbone of North American Commercial Baking

Based outside Columbus, Ohio, Bundy Baking Solutions is a global industry leader supplying (baking pans, coatings, pan cleaning services, and release agents and spraying equipment to) many of the world’s largest and most successful bakeries and most popular restaurant chains. From fast food hamburger buns to your favorite loaf of bread, cakes and cupcakes, if you live in North America there is a very good chance the products are baked using their pans. 

The business, owned equally by four brothers, had grown through strategic acquisitions across multiple continents. But this rapid expansion created unanticipated challenges.

"They got out over their skis in terms of the systems and processes necessary to manage a business of that size," explains Josh Orlandi, who would eventually become the company's head of Human Resources.

The Problem: Critical HR Gap at a Pivotal Moment

The unexpected loss of their HR leader couldn't have come at a worse time. The global footprint required more sophisticated management structures than the family-run approach that had served them well domestically. The company needed professional HR leadership to navigate:

• Building people systems for managing global operations

• Maintaining the family's genuine people-first culture during rapid growth

• Developing the next generation of leaders within the company

• Supporting other critical leadership transitions happening simultaneously in the organization

(Note: Stranberg also conducted an executive search for American Pan's VP of Operations. See here for details on that successful placement.)

The brothers were adamant about one thing: any new leader had to uphold the values their father had instilled in the business.

"A lot of companies will have value statements – 'We value our employees first,' 'People first company,' and all those things – and then they're laying off 34,000 people," notes Orlandi. "Here at Bundy, we really do want people to feel valued and treat people well. The Bundy family is generous with their time and with their pay increases and bonuses. They give every employee in the US a Christmas bonus, which is unheard of."

The Solution: Finding the Right Cultural Fit with Professional Expertise

Engaging the Right Partner

The family knew they needed a search firm that understood the nuances of family business. They selected Stranberg for their specialized expertise in family business transitions and their commitment to understanding company culture and family values.

"They took time to understand how the company operates," recalls Orlandi. "They got a feel for the family environment and culture, so they knew what types of candidates to look for."

Deep Cultural Immersion

Rather than rushing into the search, Stranberg invested time working with the Bundy brothers to understand what made their company unique and what they truly needed in their next HR leader. This thorough approach helped refine the job description and translate the family's vision into language that would resonate with external candidates while ensuring cultural alignment.

Identifying the Right Candidate

Stranberg identified Josh Orlandi, a local candidate with the right combination of skills. With experience at family owned and privately held companies, he possessed the expertise to build the people systems Bundy needed for its global operations.

Honest Vetting and Preparation

Orlandi appreciated Stranberg's transparent approach during the search process. "He provided me 100% transparency about what to expect. Not in terms of influencing me one way or another, just 'here are the facts about working for this company.’”

Structured Onboarding and Integration

Once hired, Orlandi worked with Stranberg to develop an approach that aligned with the brothers' expectations. This was crucial for building trust and ensuring alignment on priorities and the pace of change.

"Being able to sit down with them and pulse check – 'is this what you have in mind?' – and get that reassurance, that was the biggest thing," says Orlandi about building credibility with the family.

The Results: Professional HR Structure with Heart

The HR leadership transition has proven successful, with Orlandi bringing the professional expertise needed while honoring the company's values.

Under Orlandi's leadership, Bundy has:

• Formalized people development processes while maintaining the company's caring culture

• Addressed structural needs of the global organization while staying true to its values

• Created a unified decision-making framework that enables the four owners to collaborate more effectively on critical decisions.

"You're seeing more non-family members in some key leadership roles," Orlandi observes, noting this as a significant and positive evolution for the company. The successful integration of non-family executives has given the brothers confidence in the business's future while allowing them to maintain their values-driven approach.

Orlandi credits Stranberg's thorough process and ongoing support for his successful transition into this critical role during a pivotal time for the company.

About Stranberg

Family-owned and founder-led businesses trust Stranberg to ensure leadership continuity by identifying what is needed for the next generation of CEOs and executives and who is best qualified to fill those roles. Grounded in the values that define your family and business, Stranberg's succession planning services, which include leadership consulting, executive search, and executive integration, help you get leadership-level hiring right the first time.

Whether the right fit is a family member, an internal candidate, or an external placement, we focus on aligning leadership decisions with your business's unique culture and vision. By thoroughly understanding your organization and assessing candidates holistically, Stranberg places leaders who embody your values, are prepared to fulfill their responsibilities, and ensure your business's continuity.