MICHAEL ARGENZIO

• Promotes the mission and values of the agency through actions and communications to both internal and external stakeholders.
• Recommends and creates employee relations practices and policies necessary to establish a positive employer-employee relationship and promote a high level of employee morale and motivation.
• Develop and implement a comprehensive talent management strategy that aligns with the agency’s business and longer-term strategic goals, by ensuring the agency retains high-performing and high-potential talent through effective management, training & development, mentoring, and coaching.
• Leads the implementation of the performance management system that includes employee development plans (EDPs) and employee development programs.
• Provides guidance to managers and supervisors on the agency's progressive discipline system, performance document notices (PDNs) and oversees the implementation of performance improvement processes for non-performing employees.
• Develops, mentors and drives recruitment strategy, in partnership with the other Program Directors, which encompasses all aspects of attracting, onboarding, developing, and retaining top talent.
• Leads organizational planning encompassing agency structure assessment, job design, and personnel forecasting, evaluating, recommending changes, and collaborating with executive management to establish a robust management succession plan aligned with the agency's strategy and objectives.
• Develops positive and collaborative partnership with executive team to provide them with customer driven HR services, products and management advice.
• Fosters a positive culture and cohesive work environment that stresses equal employment opportunity, fairness and consistency in the treatment of employees, and effective dispute resolution.
• Partners with management to communicate HR policies, procedures, programs and laws.
• Manages employee communication and feedback through such avenues as agency meetings, suggestion programs, employee satisfaction surveys, employee focus groups, one-on-one meetings, and Intranet use.
• Conducts annual and on-going review with the CEO and Chief of Staff to assess business needs and establishes HR strategy/action plans that protect the interests of employees and the agency in accordance with agency Human Resources policies and governmental laws and regulations.
• Leads agency compliance with all existing governmental and labor legal and government reporting requirements including any related to the Equal Employment Opportunity (EEO), the Americans With Disabilities Act (ADA), the Family and Medical Leave Act (FMLA), Employee Retirement Income Security Act (ERISA), the Department of Labor, worker compensation, the Occupational Safety and Health Administration (OSHA), and so forth. Maintains minimal agency exposure to lawsuits.
• In charge of Risk management,assists in the implementation of agency safety and health programs. Monitors the tracking of OSHA-required data.

Strategic

• To develop organization strategies by identifying and researching human resources issues; contributing information, analysis, and recommendations to organization strategic thinking and direction; establishing human resources objectives in line with organizational objectives. Result: Created and implemented HR Strategies that never existed. Developed proper onboarding, performance management, job descriptions, recruitment and benefits accessible for all employees.
• To implement human resources strategies by establishing department accountabilities, including talent acquisition, staffing, employment processing, compensation, health and welfare benefits, training and development, records management, safety and health, succession planning, employee relations and retention, AA/EEO compliance, and labor relations. Result: Compiled and developed analytics behind salary's, benefits and turn over ratios per quarter. Worked with the COO to analyze ROI for all medical staff.

Operational Efficiency

• To manage human resources operations by recruiting, selecting, orienting, training, coaching, counseling, and disciplining staff; planning, monitoring, appraising, and reviewing staff job contributions; maintaining compensation; determining production, productivity, quality, and customer-service strategies; designing systems; accumulating resources; resolving problems; implementing change. Result: Worked as a mentor to employees, developed Performance document notices and was the focal point all employee relation issues in the organization.
• To develop human resources operations financial strategies by estimating, forecasting, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances. Result: Lead the organization off of ADP and helped secure our own plans with regards to STD, PFL, FMLA, Workers Compensation, EPLI Insurance and all employee benefits, creating a net savings for the organization of over 100,000K.

Leadership

• To accomplish special project results by identifying and clarifying issues and priorities; communicating and coordinating requirements; expediting fulfillment; evaluating milestone accomplishments; evaluating optional courses of action; changing assumptions and direction. Result: Developed additional enhanced benefits for medical staff who performed above standards, created an easy online depositaries for all employee files.
• To Support management by providing human resources advice, counsel, and decisions; analyzing information and applications. Result: Advised, mentored and coached all employees with regards to employment law, policies and procedures.
• To guide management and employee actions by researching, developing, writing, and updating policies, procedures, methods, and guidelines; communicating and enforcing organization values. Result: Helped to implement and create employee handbook, Covid-19 policy and procedures and developed work order forms, standard operating procedures and expense forms that employees can obtain online.
• To update job knowledge by participating in conferences and educational opportunities; reading professional publications; maintaining personal networks; participating in professional organizations. Result: Continued pledge to adapt and learn new HR laws and policy and implement them correctly in the workforce.

Strategic

• To develop and implement a human resources plan that aligns with the overall mission and strategy of the organization, resulting in innovative, best practices and policies that will service the full range of Sunharbor Manor's HR needs and help build a high-performing culture of success, accountability, transparency and collaboration. Result: Sunharbor Manor voted Best of 2019 based on consistent high ratings and positive reviews from residents, families, and visitors. This exclusive destination is awarded to the top one percent of providers nationwide.
• To gain an understanding of the organization and participate fully in all strategic deliberations. Act as a strategic partner to all members of the Director Management Team (DMT), especially the Administrator, Nursing Director, and provide insightful, innovative thinking and problem solving on critical HR issues. Result: Created a in house HR programming system to address HR problems and concerns in a quick and effective manner.
• To provide HR guidance on special projects, HR analytics & reporting, talent reviews, training, change management, organizational design, diversity, inclusion, employee relations, safety and performance reviews. Result: Successfully used Excel and Microsoft powerpoint to help show hiring needs, safety improvements and areas of training that employees wanted to be addressed.

Operational

• To proactively manage resource allocation and maintain a competitive approach to recruiting and assimilating high-potential talent throughout Sunharbor Manor. Advise on people programs and processes to enhance talent attraction, retention, development, and succession. Result:Overtime for employees reduced by 33% percent and for the first time workshops were created for employees to enroll in career development.
• To develop comprehensive approaches to employee development, retention and onboarding by refining or creating: compensation and benefits, career paths and employee development, succession planning, and learning opportunities as appropriate to the needs of Sunharbor Manor. Result: Assessed company's long and short-term goals then pioneered cost-effective hiring solutions to propel achievement of business objectives.
• To guide the HR Department in supporting Performance Management, Talent Acquisition, Learning & Development, Engagement, Benefits, Rewards, Policy and Compliance. Result: Job descriptions were reevaluated and designed to attract the best fit candidate.

Culture and Development

• To develop relationships with the employees of Sunharbor Manor and become someone who is sought out for advice and counsel on HR, cultural, and organizational issues. Facilitate integration of diverse workgroup's and cultures. Result: Employee morale increased and employees were more motivated to help others.
• To counsel, coach and guide managers and staff in addressing concerns and complaints to assure fair and equitable treatment while ensuring compliance with local labor regulations practices and unions. Result: Built an ongoing relationship with 1199 union representatives to ensure, equal pay, application enrollments, FMLA and disability paperwork, letters of verification and employment verifications in a timely manner.
• To coach and mentor fellow colleagues/managers and develop leadership bench strength capable of addressing the challenges of a highly dynamic organization. Result: Leadership skills were used to help aid new employees acclimatize and integrate into the working environment. Communication helped to bridge the gap between all Department Directors at Sunharbor Manor to create a harmonious organizational culture.
• To mediate employee relations and performance issues and provide counsel to fellow managers on appropriate methods of performance management. Result: Feedback loops were created to recognize quality performance, change poor behavior and set expectations for future job performance.

Human Capital Performance

• To maximize productivity and potential of 200 employees, develop a human capital and staff development strategy focused on succession planning that included, creating deputy direct positions, trainee development and employee training programs, and resource prioritizing processes. Result: Leaders continually emerged from all levels of the organization, including the first trainee class in a decade.
• To enhance productivity and increase mortal of 200 employees, invested in technology to equip employees with cutting-edge tools, developed a communication program, employee feedback mechanism, and employee initiatives. Result: 95% of employees stated they are now willing to put in extra effort to get a job done when needed.
• To inspire 100% commitment from 200 employees, authorized and led a regional transformation to socialize our mission, vision, value employees and leadership, expectations, roles and responsibilities, performance expectations management, recruitment and retention, training and performance. Result: 100% of employees joined the transformation effort, including 40% who participated directly as team members.
• To effectively train and manage a leadership team of 20 executives, created and implemented a leadership evaluation and selected framework that emphasized leadership and critical thinking skills over technical expertise, and revised leaders' performance evaluation criteria.Result: Framework always used to evaluate leadership applicants.
  Operational Efficiency
• To improve organizational efficiency, consolidated Human Resource programs as needed, created new national programs to enhance expertise in Human Resources Management, established new and more efficient processes for staffing, scheduling and recruiting for management. Result: Delivered more work in less time with fewer dollars.
• To increase employee productivity, reorganized the organization to clarify roles and responsibilities, focused employees on core disciplines, strengthened planning efforts, leveraged technical skills and improved project management skills. Result: Productivity increased and job morale was surveyed at one of it's highest level in years.
• To determine organizational goals and a means of achieving them. Four functions of management was put into place to help plan, organize, lead and control through mentoring and open communication in listening to your team. Result: This process helped to pave the way of achieving goals, comparing actual performance to the standards, and then making changes to return performance to those standards.
• To provide opportunities for employees to develop job-specific skills, experience, and knowledge they need to do their jobs and improve their performance. Needs assessment was conducted to identify and prioritize the needs of the employee. Result: Training increased production by an average of 17% percent, reduced employee turnover, and made the organization more profitable.
  Leadership
• To anticipate, envision, maintain flexibility, think strategically, and work with others to initiate changes and create a productivity working environment through the organization. Result:Created a positive image of the future the motivates organizational members and provides direction for future planning and goal setting.
• To provide inspirational motivation through coworkers by providing meaning and challenge to their work. By clearly communicating expectations and demonstrating commitment to goals.Result: This helped to lead to greater employee enthusiasm and optimism about the future.
• To increase employee satisfaction and performance by clarifying and clearing the path to goals and by increasing the number of rewards available for goal attainment. Result: Helped to redesign rewards for performance program that catered towards the needs of the employee.
• To be approachable and friendly to employees, showing concern for them and their welfare, treating them as equals, and creating a cohesive working environment. Result: Employee satisfaction and employee performance improved with their jobs, and confidence increased while lowering employee related stress.