TIMOTHY J MICHAELS

West Hartford, Ct. *****

860-***-****

ad1wf3@r.postjobfree.com

https://www.linkedin.com/in/timothyjmichaels/

Introduction

Human Resource professional with 15+ years of experience across multiple human resource disciplines in both profit and not-for-profit organizations. Experienced in human resource administration, operations and client support (business partner). Master level presenter, trainer and facilitator integrating organization mission, critical success factors and audience perspective to achieve desired outcomes.

Demonstrated experience in the following areas:

Human Resources Generalist

Colleague Engagement Cycle

Facilitation, Training & Development

1 + 1 Leadership Coaching Sessions

Design and deliver Leadership Development Sessions

MBTI (certified) Administration, Training and Translating

New Staff Orientation

Staff Development: Team Building and Communication

Project Management

Information Management

Executive Information Management

Payroll

Vendor Management

Customer Service/Covid Call Center

Lean Process Improvement (Green Belt)

Staff Coaching (Employee Relations/Performance Improvement Plan)

Acquisitions/Divestitures

Wellness Programs Coordination/Practitioner

PROFESSIONAL SUMMARY

Organizational Development

Scope:

Design and deliver training based on client intake process.

Deliver training based on vendor product driven by organization goals.

Design and deliver New Supervisor courses.

Deliver communication, conflict management, wellness and wellbeing training to medical and nursing residents.

Manage and consult on the annual and ongoing colleague engagement cycle.

Facilitate Diversity and Inclusion training .

Facilitate Lean Kaizen events.

Leadership Development (440 leaders).

Leadership Coaching (provided 400+ Hours annually).

New Colleague Orientation (content, annual compliance review, content delivery; 1,000 colleagues per year).

Examples

MBTI session for newly appointed charge nurses focusing on their innate styles in conflict, team work and time management.

Crucial Conversation (VitalSmarts)

New Supervisor curriculum/10-month program, focusing each month on skill building (e.g., Mission and Vision, Time Management, Interviewing, Performance Feedback, Engagement, Public Speaking)

Analyze vendor requirement for Engagement Fielding. Ensure Management Hierarchy is validated and employee file is accurate. Trained managers on fielding process, results review and action planning. 11,500 colleagues, 440 leaders, 5 sites in two states. Vendors: Press Ganey Engagement Suite, The Marcus Buckingham Company.

Co-facilitated 12 Diversity and Equity 4-hour virtual sessions (audience in phase one was managers and above, in 94 hospitals across 22 states – system wide)

Kaizen: Talent Acquisition: Offer to Start: Reduce process from 84 days to 14.

Human Resources

Scope:

Client Support (business partner)

Job Evaluation

Compensation Administration

Wage and Hour consulting

Compensation Reporting

Staff Development: Performance Improvement Plans

Special projects

Examples

Client base: IT, Financial, HR, Clinical (excluding physicians), Non-Clinical

Reporting: Merit spending, Hire trends, turnover.

FLSA Audits

FLSA manager training

Compensation Program redesign and implementation.

In cooperation with Employee Relations, work with colleague and manager to develop meaningful plans to address non-clinical skill development as outlined in the performance improvement/corrective action document.

Project Leadership

Scope:

Department specific to enterprise wide, ranging in budget from 100k to 2.0m.

Business areas: Human Resources, Benefits, Payroll, Compensation, Staffing.

Vendor products.

Examples

Integrated Talent Management covering skill identification, skill assessment, career planning, succession planning, sourcing.

Annual Benefits Open Enrollment.

Company acquisitions/deacquisitions: integration of human resources, benefits, payroll, reporting.

Standardized Human Resource reporting.

PeopleSoft service pack/upgrade implementation.

Vendor management, Scope Planning, Project Plan Administration.

Management/Supervision

Scope:

Staff size: 2 to 8 employees, avg. salary level of 40K.

Performance Planning: setting position goals, learning plans, quarterly and annual assessments.

Workflow analysis and enhancement.

Hiring

Staff performance improvement/Termination.

Examples

HR Operations – unit (3 employees) supporting position management and employee transactions, benefits open enrollment system setup, reports-to hierarchy.

HRIS – unit (6 to 8 ees) of report developers and business analyst.

Systems Control – unit (5 ees) responsible to manage the input and output of data impacting payroll and benefits.

Payroll

Scope

Data Entry

Audit and Control

Distribution

Special Projects

Examples

Processing Employee Life Cycle transactions.

Auditing and processing Weekly/bi-weekly time sheets.

Balancing input/output files for tax, benefits and compensation data impacting paychecks.

Distribution of paychecks, employee profiles, manager salary reports etc.

Conversion of keypunch-based mainframe system to on-line database for processing of HR, Benefits and Payroll data.

EMPLOYMENT HISTORY

2016 – 2022 Trinity Health Of New England Hartford, CT.

2009 – 2016 St Francis Hospital and Medical Center Hartford, CT.

Regional Coordinator/Senior Learning Facilitator

Coordinate vendor services to support staff wellness, wellbeing and resiliency.

Create and deliver real-time programs to support 3,000+ clinical and support staff in building stress management skills, mindfulness practices and wellness approaches.

Facilitate colleague gathering sessions (Healing Circles) designed to provide a safe space for staff to come together and authentically share their lived experiences. Integrated into this is mindfulness and meditation practices.

Refresh the culture of THONE reconnecting staff to the mission, core values and vision of the organization. Primary focus is clinical areas utilizing the caritas principles of catholic healthcare and the Ten Caritas Process (Watson Caring Science Institute).

Delivered (developed and vendor purchased) non-clinical learning events with positive impacts reflected in the colleague engagement; leadership retention, and patient satisfaction scores.

Improved leadership retention and productivity through one on one leadership coaching. Annually provide 400+ hours of coaching.

Oriented new colleagues to the environment of care through bi-weekly orientation and ad hoc orientation for medical residents and contractors as required. Annually oriented 1,000 new staff.

Administered the Colleague Engagement and Safety Survey. Coordinate data set up with vendor; set local organization goals; coordinate marketing and communication plans. Responsible to participate in regional and national project meetings and present local best practices related to reaching Engagement and Safety goals and Leadership Engagement training.

2006 – 2009 St Francis Hospital and Medical Center Hartford, CT.

Manager, Human Resource Operations

Responsible to perform specialized and technical functions for the system as well as reporting and monitoring functions. Acts as department liaison relative to system issues by interfacing directly with the Payroll Department, Hospital Information Systems, and other hospital departments as required and/or requested. Serves as key team member for installation and implementation of HR vendor systems or contracts (e.g., PeopleSoft, Healthstream, TALX).

Conduct workflow analysis and work with constituents to implement modifications that will return positive return on investment. Support documentation and training as needed.

Manager of operations team processing employee human resources and benefit transactions; position management and job requisition activity supporting talent acquisition management.

2000 - 2006 Aetna, Inc. Hartford, CT.

Project Manager, Human Resource Information Services

Individual contributor representing Human Resources on both strategic and tactical projects supporting information services and or the administration of HR, Compensation, Benefits, Staffing and Payroll.

Project Manager representing core HR administration. Includes implementation of a non-employee tracking process, administration automation, acquisitions, PeopleSoft service packs, executive management reporting, implementation of web-based information dashboard products, and design of a long-term information reporting strategy.

1997 - 2000 Aetna, Inc. Hartford, CT.

Manager, Human Resource Information Systems

Manage team of technical specialist charged with producing scheduled and ad hoc information reports in the areas of human resources, benefits, payroll and finance. Utilizing existing reporting and analysis tools develop model reports to proactively identify emerging business issues.

Project Manager of medium to large (100K to 2M) business projects. Includes application and tool updates/upgrades for base vendor product (PeopleSoft), acquisition of new or divestiture of company business, and implementation of company policies (e.g., benefits strategy, converting to semi-monthly payroll).

1988 - 1997 Aetna, Inc. Hartford, CT.

Compensation Consultant

Team leader supporting development and implementation of job family-based system to replace job class/salary range program, including planning, design, job family development, management and employee training, information systems design and audit mechanisms.

Compensation Administration consulting, including job evaluation, base and variable pay consulting, wage/hour compliance.

1986 - 1988 Aetna, Inc. Hartford, CT.

Systems Control Supervisor

Supervisor of unit responsible for audit and control of employee information database and payroll systems to guarantee validity of all information pertaining to employee human resource, payroll and benefit data.

1980 - 1986 Aetna, Inc. Hartford, CT.

Systems Control Specialist

Responsible for maintaining and analyzing all payrolls accounts to ensure policy/regulation compliance.

Participated in development and implementation of on-line database and the transition from a batch process system, including the design of controls and procedures and training of new employees.

Responsible for communication and training on systems enhancements supporting new policies and regulations.

2023 – Current Lowe’s Bloomfield, CT.

Customer Service Associate

Seeks out customers to understand his/her needs and assists in locating, demonstrating, selecting, carrying, and/or loading merchandise.

Uses store systems to prioritize loads, print pricing labels, and to look up items or item

numbers for price and inventory information.

Down stocks merchandise by looking for empty areas on shelves and replenishing supplies.

Maintain clean and safe store.

2022 – Current Experience Design International Tolland, CT.

Experience Design International, Tolland CT 2022 – Current

Contracted Role providing bookkeeping (QuickBooks), operations and project management support.

2021 – Current Intuitive Coaching and Reiki Massage. West Hartford, CT.

Intuitive Coaching and Reiki Massage

Private practitioner providing life coaching services integrated with Reiki wellness and massage sessions. https://TMICAR.com

PROSFESSIONAL EDUCATION

2022 – Reiki Master Training

2021 – Reiki Practitioner (certified Level 1, Level II)

2018 – Add Heart Facilitator (Heart Math training program)

2018 – Certificate – Coaching with Spirit (ICF - ACSTH approved), Graduate Institute, Ct.

2018 – Certified Crucial Conversations Trainer (VitalSmarts)

2018 – Lean Green Belt, Gemba Academy

2016 – Mediation Training / Quinnipiac Center for Dispute Resolution

2012 – Certified by Creative Healthcare Management to facilitate the Reignite the Spirit of Caring 3-day retreat, a key component of Relationship Based Care.

2011 – Human Relations Program (certificate), Hartford Family Institute

2009 - Certified Practitioner of MBTI Step I and Step II

1991 - American Compensation Association, Certified Compensation Professional

VOLUNTEER EXPERIENCE

Constellation Health Services – Hospice Home Care

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