Supply Chain Leadership: How Lindsay Myers Is Transforming HR in Logistics at BGDC

This interview was first published in March 2025, when Lindsay served as BGDC’s Director of Human Resources. She is now Director of Total Rewards. In supply chain logistics, adaptability and practical problem-solving are essential. As BGDC Distribution grows from its temperature-controlled roots into full contract logistics, our greatest asset remains our people. For Women’s History Month, we spoke with Lindsay Myers, who has been instrumental in building our workforce and shaping our culture across our distribution centers. With more than 17 years at BGDC and deep knowledge of the logistics sector, Lindsay offers practical insight on talent development, associate engagement, and building an inclusive workplace in an industry traditionally dominated by men. In this interview, Lindsay shares her career journey, the results she is most proud of, and where she sees HR in logistics heading next.

Career Journey

Lindsay, you’ve been with BGDC Distribution for over 17 years in various roles. Could you share your journey with the company and how your career has evolved from Risk Controller to Director of Human Resources?

I came to the Virginia distribution center in October of 2007. My background prior to coming was in Property Management and my education was in Early Education. When I first began, I oversaw Risk Management and Safety. I handled safety, new hire training, workers compensation, and helped to create many of the safety practices and training policies that the site still uses today. Through my time working here, I’ve finished my education and earned an MBA in Human Resources. I moved into the HR function in 2012. Within my time in HR I have grown my skill set to include benefits administration, full cycle recruiting and onboarding, associate engagement, and business planning. This industry provides a wonderful opportunity to learn about different areas of Human Resources and interact with diverse demographics that span over many cultures, religions, and walks of life.

Industry Evolution

What have been some of the most significant HR challenges in the logistics and supply chain industry over the past few years, and how has BGDC adapted to address them?

COVID changed how American workers view their employment. As a result of the quarantines, individuals now seek more work from home options and more flexibility within their work schedule. Additionally, workers are seeking rapid advancement in both title and wages. Businesses are tasked with engaging and growing Associates, while ensuring a continued job satisfaction.

Supporting Women’s Advancement

How does BGDC support career development and advancement for women in the organization? Are there specific programs or initiatives you’ve helped implement?

On top of BGDC’s tuition reimbursement program and internal training programs, BGDC identifies high potential Associates and focuses on developing their skill set in order to achieve their goals. We have several key women leaders who are key in this program. The BGDC women bring unique skill sets and talents that we recognize within this high potential program.

Proud Achievements

What initiatives are you most proud of implementing during your time as Director of Human Resources, and what impact have they had on the organization?

I am most proud of the HR team and our improvements in headcount and staffing levels over the last 2 years. From the time that BGDC came onsite in Atlanta and Roanoke, we have improved retention and reduced turnover at both locations. We have stabilized the workforce and reduced external labor. We have stopped the usage of temporary staffing agencies and moved all hiring in house. The business impact is massive as a cost savings, but also as a method of Associate engagement and satisfaction. Associates want to come and work for BGDC and want to stay! I am also very proud of the benefits program we have built. Affordable Care, inflation, and other political factors have rocked the healthcare industry, and not always for the better. BGDC has been able to maintain affordable benefits options throughout all of these external changes. In 2024, we introduced a high deductible health plan with a health savings account. This was a new option for our Associates, and one that was embraced!

Building an Inclusive Workplace

At BGDC, we know that having diverse perspectives and creating a workplace where everyone feels valued leads to better business outcomes. How are you and your team working to build a culture where all associates can contribute their unique talents and feel they belong?

We strive to listen. Our HR teams coordinate monthly roundtable meetings where Associates are invited to an open forum discussion. Additionally, our local HR team members are regularly on the floor, listening and providing feedback to other members of the team. We try to incorporate a variety of activities into our monthly engagement programs that promote inclusion. We want people to feel valued and heard, and we make sure that the HR team is readily accessible to receive and act on feedback.

Work-Life Balance

Work-life balance can be particularly challenging in logistics, with its 24/7 operational demands. How do you personally manage this balance, and what advice would you give to others in the industry?

In my role, there are often times that the day doesn’t stop until I fall asleep. I personally manage this balance by being involved in my son’s life. I’m a single mom and he keeps me busy with his sports and school activities. He knows I might need to take a call or answer an e-mail when we’re together, but he can always count on me showing up. Making him my priority helps to keep all the other priorities in line.

Future Trends

What trends do you see emerging in HR for the logistics and supply chain industry, and how is BGDC positioning itself to adapt to these changes?

The workforce is shifting as it relates to generational growth and generational wealth. Associates want higher salaries and advancement at a more rapid pace than previous workforces. A failure to provide this will cause the Associate to look for employment elsewhere. High potential Associates have to be regularly engaged, regularly challenged, and know they have a clear pathway for growth within the Company. BGDC has centered its internal growth and development programs around this mentality. We seek to cross train, encourage continued education, and identify individualized growth paths for Associates in order to keep them engaged. Traditional “one size fits all” performance and training plans don’t work anymore. BGDC evaluates the individual and works to create personalized stretch goals that will have a longer lasting impact and rate of success.

Career Advice

As someone who built their career from the ground up at BGDC, what unique perspectives do you bring as a woman leader, and what advice would you give to women who are just starting their careers in logistics or supply chain management?

Being a mother, I have to get used to putting someone else’s needs above my own. Similarly within HR, I’m often tasked with seeing needs that others didn’t realize existed. I’ve been in a predominantly male industry for 20 years, long before BGDC. My advice would be to stand tall and stand strong. You might be dismissed as irrelevant. You might be looked over for promotions. Your opinion might be disregarded because of your gender. Choose when to push back and choose when to let it go. Understand that you do deserve a seat at the table and let your performance speak so loudly that you can’t be left out.

“Understand that you do deserve a seat at the table and let your performance speak so loudly that you can’t be left out.” Lindsay Myers, BGDC Distribution

Vision for the Future

Looking ahead, what are your goals for the HR function at BGDC, and how do you see it evolving over the next few years?

I’m incredibly excited for continued growth within BGDC and the potential for new customers. Our owners have a clear vision for growth and success within the logistics industry and I’m buckled in and ready for the journey. I see us continuing to grow over the next few years, taking on more clients and branching out of grocery logistics. I am excited to learn new customers and new industries within the logistics realm. I’m excited to help spread BGDC geographically and learn the workforce culture in different regions of the USA. A goal for BGDC’s HR will be to remain an equal business partner, working hand in hand with the Operational team for continued success.

Leadership Philosophy

How would you describe your leadership philosophy, and how has it been shaped by your experiences as a woman in the logistics industry?

Simply put, my leadership philosophy is to serve. Every decision I make goes back to my desire to serve the Operational leaders, the Associates, my peers, and BGDC’s customers. My service includes finding ways to eliminate barriers and identifying potential problems before they become too big to handle. I like to look at processes and figure out how to make them better, avoiding falling into the cave of “this is how we’ve always done it.”

Growing With BGDC

Lindsay Myers’ journey from Risk Controller to HR leadership reflects BGDC Distribution’s commitment to developing talent and building leaders from within. Her focus on serving operational leaders, associates, and customers aligns with BGDC’s core values of integrity, accountability, innovation, collaboration, and service. Through personalized growth paths, a strong benefits program, and regular engagement activities, BGDC continues to build a workforce ready for what comes next. That people-first focus is the foundation of People, Process, Precision. BGDC Distribution operates temperature-controlled and ambient distribution centers in Forest Park (Atlanta), GA; Salem (Roanoke), VA; and St. Louis, MO, providing warehousing, transportation, and technology services to Food and Beverage, Retail and E-Commerce, Consumer Packaged Goods, and Industrial and Manufacturing customers. To explore open roles, visit our Careers page.