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Today's Featured Biography

Michael Zagrodny

HUMAN RESOURCES DIRECTOR

A business partner who assures the workforce design and management is aligned with strategic business objectives, exploits HR opportunities to increase retained earnings, and has the consulting skill to develop and retain talent, reduce risks, and facilitate organizational change. Broad experience in both Fortune 250 and mid-size enterprises with applied expertise in both strategic talent management and delivery of HR services:

•    Employee Relations
•    Regulatory Compliance         
•    Supervisory Development
•    Benefits Cost Containment
•    Policy & Training Development
•    Recruitment / Retention
•    Union Avoidance / Labor Relations
•    Performance & Safety Management
•    Compensation & Budgeting
•    M&A Due Diligence / Assimilation


PROFESSIONAL HISTORY

U.S. Human Resources Director
INTRALOT, Inc.                                         2008 – 2009
International wagering management company with 25% of the State lotteries in the U.S. and #2 worldwide.
•    Built out an I.T., managerial, and operations workforce within 6 months to support the largest lottery service contract in Company history to the complete satisfaction of Ohio authorities.
•    $2MM in savings over four months by reworking labor content of major project management contracts.
•    Managed immigration and related support issues for visa workers from the European parent company.
•    Eliminated search fees by building a recruitment capability linked to our key competencies requirements.
•    Maximized the automation of payroll and self-service benefits systems to allow my HR team to better focus on strategic matters that add value, yet maintain transactional services effectiveness.    

Corporate Human Resources Director
DIXIE HOMECRAFTERS, INC. & GUTTERGUARD LLC                     2005 – 2008
Second largest home improvement installation company in the U.S, employing 1,200 across eight states.
•    Design and implement all strategic and operational HR initiatives across this marketing, sales, finance, and installation business.
•    $3.8MM+ increase in retained earnings by converting 600 craft employees to sub-contractors.
•    $250M annualized tax credit savings by aggressive pursuit of WOTC opportunities.
•    30% reduction in turnover at outbound call centers.
•    Reduced exposure to employment-related suits through mandatory arbitration and compliance training.
•    Developed the performance management program which dovetailed critical competencies with succession planning, mentoring, and leadership development initiatives.
•    35% reduction in fleet vehicle accidents through policy design, its enforcement, and employee training.

Regional Human Resources Manager
ALLTEL COMMUNICATIONS, INC.                                 2002 - 2005
Company was the sixth largest telecom company in the U.S. and a Forbes' America's Best Managed Companies choice for 2005.
Employee relations leadership in wireless retail, call centers, field wire line operations, IT/systems engineering, and directory publishing in seven southeastern States. Directed and developed four regional HR Generalists supporting 2,300 employees.
•    Implemented an 18% reduction in regional workforce and process standardization through consolidation of call centers, provisioning, and service activation operations necessary to maintain margins through declining wire line revenue flow.
•    Negotiated 2.25% annual wage packages with five union locals.
•    Created a new income stream by negotiating that "sales" is a job responsibility of unionized technicians.
•    Reduced overhead expense through successful union avoidance programs across GA and AL, as well as performance management, and ethics programs across the region.

Firm Human Resources Director
FISHER & PHILLIPS LLP & DOWNS RACHLIN MARTIN PLLC                1997 – 2002
Multi-state employment and commercial law firms where I developed and implemented programs and organizational changes for the Management Committees and Executive Directors to improve day-to-day efficiency of internal operations, and facilitate the recruitment / retention of highly skilled workers. Direct supervision, recruitment, and retention of all non-attorney employees.
•    $400,000 annual benefits expense reduction while expanding the scope of the employee rewards package.
•    $280,000 saved through a Paid Time Off program which limits expense exposure in States with liberal benefit entitlements and by replacing an established bonus entitlement program with a merit system.
•    Designed a 30% increase in billing timekeepers without any increase in support staff expense or headcount.
•    Negotiated the design of the employment practices liability policy, later adopted by our insurance carrier in their standard insurance contract.
•    No professional resignations over two years due to my design for an Associate compensation strategy to attract and retain top law school graduates.
•    Managed a Canadian marketing subsidiary; later closing it in conformance with Quebec's labor regulations.

VP - Human Resources & Legal Affairs
THE INTERPUBLIC GROUP OF COMPANIES, INC. (dba Fahlgren Martin)             1987 -1996
A marketing communications holding company with 10 agencies across the Midwest and Southeast.
•    Saved $1MM through a succession plan that encouraged the turnover of senior Board members and allowed for the advancement of high potential mid-level managers.
•    80% average increase in the productivity of seven General Managers by restructuring their indirect responsibilities.

Manager, Employee & Community Relations
GENERAL ELECTRIC COMPANY (Chemicals & Metallurgical Products Dept)          1977 -1986
Department HR Manager over three manufacturing plants and two research and engineering groups. Supervised the cafeterias, medical, security, industrial hygiene/safety, and HR staffs. Additional success as a technical recruiter, foreman, and consultant in union relations/union avoidance/EEO complaints for 42 facilities. Significant experience in negotiating settlements with unions and government agencies.


EDUCATION

•    J.D.    (EMPLOYMENT LAW), Cleveland-Marshall College of Law (former member of the Ohio Bar)
•    M.P.S.    (PUBLIC ADMINISTRATION), Western Kentucky University
•    A.B.    (GOVERNMENT), Georgetown University
•    SPHR    Senior Professional in Human Resources certification (member of SHRM national and SHRM Atlanta)
•    Graduate of General Electric’s 2-year Employee Relations Management Program
•    Six Sigma certified

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