Michelle Mercuri

• Company closed Nov 2022
• Enable the People team by driving strategy, design, and execution of the planning and prioritization process to support business objectives.
• Build standard methodologies for program management and run the optimization of key global programs and operations across the employee lifecycle.
• Handle large-scale cross-functional initiatives directly aligned with the larger business and interpersonal strategy.
• Deliver successful global people programs related to performance management, employee engagement, learning and development, mentorship, new leader assimilation, executive coaching, recognition, talent review, and succession planning
• Championed Argo’s employee resource groups (ERGs) which included creation, coordinating events, as well as outreach efforts
• Integrate programs with diversity, equity and inclusion (DEI) strategy to foster and enhance an inclusive culture
• Work closely with Talent Acquisition, Talent Management, HR Business Partners, People Operations, and leaders and managers across the company to ensure program alignment and scalability in fast-growing work environment
• Identify company objectives and creates programs and content to further goals while setting benchmarks to measure success
• Bring analytical and critical thinking skills to the forefront of program execution and act on insights via post-program surveys, etc.
• Build collaborative team, appointing employees to key program roles, delegating tasks based on background and experience
• Empowers team to lead content creation and improvements to ensure programs remain relevant, impactful and scalable
• Foster high-communication environment around progress of programs, associated milestones, as well as impediments along the way
• Share overall people programs plan of action with the global leadership team to increase visibility around program framework and intended outcomes through the matrixed organization
• Deliver polished supporting documentation, resources and materials to the organization at all levels in support of our programs
• Work with vendors and consultants to ensure best utilization of platforms and systems that support programs

● Primary individual responsible for executing projects for the development of human
resources concept and systems
● Act as the HR systems specialist and key communicator with supporting vendors
● Managing multiple projects statuses at a given time and communicate associated risks
● Work closely with the HR department and various business partners to lead concurrent
projects of varying size, duration, and complexity.
● Properly execute projects in a complex environment with a focus on strategy and executive leadership needs
● Direct and manage HR project development, planning, and execution from beginning to end,
including project plan, budget, and stakeholder contributions and communications
● Develop and deploy best practices related to HR communication and project planning.
● Manage all communication flow within the HR team and relevant stakeholders,
● Communicate potential risks related to specific projects with plan to mitigate accordingly
● Build, test, refine, and implement processes within the HR focus based on company strategy
and employee needs and feedback
● Maintain flexibility and agility to evolve and adjust to new information and contexts, and act
as a change agent within a culture of positivity.
● Lead on creating process and system design for HR as the department expands
● Update and evolve current processes concurrently maintaining an awareness of current
initiative changes related to ADP HRIS implementation
● Identify gaps in process and service in coordination with project plan associated with department and company goals
● Exercise problem-solving skills combined with excellent interpersonal, judgment,
negotiation, analytic, and communication skills.

• Formerly Mylan Pharmaceuticals
• Lead, support and develop a team focused on orchestrating major annual HR processes with a focus on operational excellence, user experience, and continuous improvement
• Strategize with the Center of Excellence (COE) subject matter experts to define and communicate an annual calendar of events to execute critical HR cyclical processes, including but not limited to performance management, employee engagement, talent development, talent review, and succession planning.
• Execute annual HR cycle processes on a global scale, aligned with needs of all upstream and downstream stakeholders
• Built relationships with regional and functional HR and Talent Leaders to ensure the success of regional and global Talent Management initiatives and programs within the organization.
• Communicate and train HR talent partners globally and regionally on processes and technologies that support annual cycles
• Collaborate with global, regional, and local leaders to drive adoption and identify pain points for optimization
• Perform data quality audits on data elements critical to annual process cycles
• Measure and communication process adoption and completion
• Identify and deliver process improvements to continually optimize the process, user experience and overall adoption
• Perform system tasks as required to launch cycles and advance steps in the process as necessary
• Actively engage with HR global integrated services and HR business partner teams, sharing and reapplying skills and knowledge to drive HR solutions and adoption globally
• Work with HRIS to build and architect Talent Management systems and processes and completed end-to-end testing of all systems
• Play key M&A role in supporting the transaction to spin off Pfizer’s Upjohn Business and combine it with Mylan N.V. to further form Viatris Inc.

• Align business strategy of the organization with talent needs and workforce strategies to drive superior organizational performance
  Serve as strategic advisor, coach, and consultant with owners, providers, leadership and management on people related issues
  Partner with owners on programs and initiatives including workforce planning, talent acquisition, leadership development, teammate development and training, retention & engagement, performance management, compensation reviews, career and succession planning, workforce analytics and organizational effectiveness
  Solve organizational challenges through people-related solutions and serve as an integral part of the leadership team
  Design, develop and implement talent review process to achieve business goals and result in creation of internal bench of top talent
  Work with the recruiting team to ensure the best, most suitable, candidates are in the pipeline and on boarded in an efficient manner
  Update necessary levels of management on a periodic basis regarding the status of candidacy as well as new vacancies
  Develop unique recruitment strategies in order to increase vacancy exposure and gain best candidacy
• Manage the process and implementations of benefits, employee recognition and retention, turnover, staffing & recruitment, development of management
• Supported and encouraged positive workplace performance and offered professional development
• Identified best practices and organizational inefficiencies
• Coached and trained mid-level management to apply proper HR policies and procedures
• Coordinated employee seminars regarding changes to healthcare and the potential impact in the workplace
• Play key M&A role in supporting the acquisition of additional small ophthalmic provider offices in the Western PA area

• Managed the process and implementations of payroll, benefits, employee relations, and staffing & recruitment
• Developed employee training and professional development programs
  Created new hire onboarding process to allow for a seamless employee experience
• Administered one-on-one new-hire meeting to discuss all pertinent company/employee information
• Supported periodic quality training (QMS), and safety training
• Train new and current employees on how to use the tools and benefits the company provides
• Provide quarterly updates on department success and hurdles quarterly
• Maintained 401(k) employee and employer contributions and perform routine audit to ensure accuracy
• Developed training matrix to track employee’s progress toward company training requirements
• Processed and maintained all status reporting/analyzing for overtime, pay changes, internal promotions
• Trained and qualified to perform Internal Audits for quality standards, ISO: 90001 and ISO: 13485

• Increase sales and market share through assigned and newly generated accounts
• Manage developed and existing customer relationships by leveraging resources including Salesforce
• Contact and meet with prospective customers to establish customer needs, hiring cycles, and build a customer centric relationship
• Prepare and present sales information and effective proposals for customers
• Partner with recruiting team in identifying open needs at clients, qualifying those needs, presenting top candidates. and providing feedback
• Identify, screen and interview qualified candidates utilizing various recruiting and sourcing tools
• Partner with local trade schools, colleges, and universities to perform practice interviews with current students and provide feedback

• Responsible for managing overall main branch operations, including satellite office operations
• Build and manage relationship with customers
• Evaluate customer service performance of branch employees by proactively seeking process improvements to ensure high quality customer service as measured by theEnterprise Service Quality Index, ESQI
• Lead branch HR efforts by interviewing, hiring, and recommending employees for vacancies
• Implement training and developmental strategies for employees by introducing competitive contests to drive optimal results
• Assess and analyzing a competitive environment while providing appropriate reports and recommendations
• Lead the development, planning, and implementation of branch's overall sales and marketing strategies
• Develop and maintaining relationships with key decision makers within the marketplace