Gregory Bryan
About Gregory Bryan
Gregory Bryan, age 61, is Chief Integrated Solutions Officer at Lineage, Inc., serving in this role since June 2023 after leading Global Logistics as President (Nov 2022–Jun 2023) and EVP of Logistics (Jan 2016–Nov 2022). He previously held senior operations and transportation leadership roles at C&S Wholesale Grocers, Americold Logistics, and Ryder Integrated Solutions, and holds a bachelor’s degree and MBA from Pennsylvania State University . Under his remit, the Global Integrated Solutions segment improved NOI by 7.9% year-over-year in Q2 2025 (margin +100 bps to 17.9%), and delivered 2.5% NOI growth in 1H 2025 despite lower transportation volumes, highlighting operational execution and cost control; company performance metrics used in executive programs include AFFO per share, same-warehouse NOI growth, and TSR modifiers .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Lineage, Inc. | Chief Integrated Solutions Officer | Jun 2023–present | Leads integrated solutions across transportation, redistribution, direct-to-consumer and related services; focus on margin and service-level improvement . |
| Lineage, Inc. | President, Global Logistics | Nov 2022–Jun 2023 | Oversight of global logistics operations; transition to integrated solutions leadership . |
| Lineage, Inc. | EVP, Logistics | Jan 2016–Nov 2022 | Built and scaled logistics capabilities; cross-supply chain integration . |
| C&S Wholesale Grocers | SVP, Operations | Not disclosed | Senior operations leadership in grocery distribution . |
| Americold Logistics | Transportation Leadership | Not disclosed | Transportation leadership in temperature-controlled logistics . |
| Ryder Integrated Solutions | Transportation Leadership | Not disclosed | Transportation leadership in integrated supply chain solutions . |
External Roles
| Organization | Role | Years |
|---|---|---|
| None disclosed | — | — |
Fixed Compensation
Not disclosed. Bryan was not a named executive officer (NEO) in 2024; the proxy provides detailed salary/bonus only for NEOs (CEO, CFO, CIO/CTO, COO, CCO) .
Performance Compensation
Not disclosed for Bryan specifically. Company-wide annual and long-term incentive designs for NEOs use Management Adjusted EBITDA for annual cash bonuses and AFFO per share, same-warehouse NOI growth, and relative TSR (modifier) for performance-vesting LTIP/RSU awards; these illustrate the enterprise performance levers emphasized in senior executive compensation programs .
Equity Ownership & Alignment
- Stock ownership policy: requires executive officers (other than CEO/CFO) to hold Company Securities equal to ≥3x annual base salary by July 24, 2029 or within five years of appointment; prohibitions on hedging, margin purchases, and pledging company stock are in force .
- Pledging: “No shares beneficially owned by any executive officer, director or director nominee have been pledged as security” (applies to executive officers as a class) .
- Indemnification: the company entered indemnification agreements with executive officers, providing maximum permissible protection under Maryland law (subject to SEC public policy limits) .
Employment Terms
- Contract/severance: No employment agreement or Severance Plan participation is disclosed for Bryan. Severance plan participation in 2024 is disclosed for Thattai, Rivera, and Smith only; CEO and CFO have separate amended employment agreements with specified severance/change-in-control economics and 280G “best-pay” caps .
- Clawback: a compensation recovery policy adopted at IPO requires recovery of certain erroneously paid incentive compensation from Section 16 officers on or after July 24, 2024, consistent with SEC and Nasdaq rules .
Performance & Track Record (Segment under Bryan’s remit)
| Metric | Q2 2024 | Q2 2025 | YoY Change |
|---|---|---|---|
| Global Integrated Solutions Revenues ($mm) | $372 | $380 | +2.2% |
| Global Integrated Solutions NOI ($mm) | $63 | $68 | +7.9% |
| Global Integrated Solutions Margin (%) | 16.9% | 17.9% | +100 bps |
| Metric | 1H 2024 | 1H 2025 | Change |
|---|---|---|---|
| Global Integrated Solutions Revenues ($mm) | $731 | $728 | −0.4% |
| Global Integrated Solutions NOI ($mm) | $122 | $125 | +2.5% |
| Global Integrated Solutions Margin (%) | 16.7% | 17.2% | +50 bps |
- Context: Revenues were pressured by lower transportation volumes (offset by redistribution/direct-to-consumer), with cost control and FX impacts; margins expanded through operational discipline .
- Strategic framing: Integrated solutions deliver “all services under one roof,” deepen customer relationships, and promote cross-sell; technology-enabled operations (e.g., LinOS) and network effects are core to efficiency gains .
Risk Indicators & Related Parties
- Related party: Bryan’s son, Jayse Bryan, is employed as Senior Manager, Project Management Office; 2024 total compensation approximately $193,000, including ~$19,000 IPO stock award—company states compensation is based on education/experience/responsibilities (governance-sensitive disclosure) .
- Governance policies mitigate alignment risks via stock ownership, hedging/pledging prohibitions, and clawback frameworks .
Investment Implications
- Alignment/retention: While Bryan’s individual pay mix and vesting schedules are not disclosed, enterprise policies (ownership multiples, hedging/pledging bans, clawbacks) support alignment and reduce hedging-related misalignment risks . Lack of disclosed severance/contract terms for Bryan leaves retention economics opaque relative to NEOs .
- Execution signal: Integrated Solutions margin expansion and NOI growth despite volume headwinds point to operational discipline under Bryan’s leadership, a positive read-through for cash generation quality and potential incentive attainment on efficiency-linked metrics .
- Governance watch items: Related-party employment of a family member is disclosed and rationalized by the company; continue monitoring for additional interlocks or transactions that could elevate perceived governance risk .
- Data gap: Absence of Bryan-specific compensation/ownership granularity limits pay-for-performance and selling pressure analysis; monitor future proxies/8-Ks for any changes in role, awards, or insider transactions.