Robert R. Zagami Madison, CT 860-***-****
Effective Human Resources Management
Over twenty-five years as a strategic business partner in performance driven organizations with an expertise in both logistics and healthcare. Experience spans across all facets of Human Resources Management where interaction on all levels of the corporation work in unison to align with its mission.
Strategic Planning Recruitment and Retention Performance Management
Change Leadership Employee Relations Succession Planning
Development of Metrics Negotiations Compensation
Training and Development Affirmative Action, EEOC Investigations
Recognition initiatives Imaging Solutions Benefit Administration (ACA)
Retirement Defined Contribution Plans D.E.I
Consultant, Human Resources/Operations Present
Board of Education, Middletown, CT
Initially hired as a Project Manager for the HRIS system and expanded responsibilities.
Oversight of implementation of Human Resources Information System.
Review and revision of all policies and procedures.
Evaluation of collective bargaining agreements.
Evaluate and revise job descriptions.
Total departmental restructure and change management.
Director of Human Resources
Town of Groton, CT 2013 -2021
A unique role of business partner while having oversight of both Human Resources and Safety and Risk.
●Consistently returned funds to Annual Budget.
●Implemented DEI Training for both employees and town residents.
●Brought OSHA into compliance.
●Successfully transferred classification of independent contractors into compliance at zero “0” cost.
●Developed and expanded training to front line supervisors.
●Upgraded Human Resources staff through recruiting and retraining.
●Management of five (5) Collective Bargaining Agreements.
●Strategic planning in Retirement and Benefit Administration.
Regional Director of Human Resources
American Medical Response (AMR), New Haven, CT 1994 to 2013
AMR is the largest provider of pre-hospital healthcare with operating units in thirty-seven states.
Strategic leadership with the ability to evaluate and execute via developed metrics that enhance performance management. Expanded the role of the Human Resources department to become a “full service” entity whereby operations were afforded the opportunity to concentrate on a Platform for Sustained Growth (PSG).
●Decreased vacancies in the Region by twenty-five (25) percent while reducing the recruiting budget by fifty (50) percent.
●Reduction in overall attrition rate by twelve (12) percent.
●Negotiated collective bargaining agreements that enhanced managements’ rights, reducing the number of grievances, arbitrations and unfair labor practices.
●Lead successful union avoidance campaigns with minimal outside consultation.
●Brought consistency to Policy and Procedures throughout the Region.
●Attended one hundred (100) percent compliance in required training for both management and the “rank and file” labor force reducing EEOC complaints and wrongful termination.
●Successfully defended the Company in sexual harassment cases carrying demands of funds in excess of five million ($5,000,000) dollars.
University of Massachusetts at Amherst MA – BS Social Sciences
Bryant College at Smithfield, RI – Accounting
Arbitration Training, American Arbitration Association (Atlantic City, NJ)
Operations Management, Hemingway Transport Management Training (New Bedford, MA)
Substance Abuse Recognition Rhode Island Transportation Association (Providence, RI)
Investigation Training, Obermeyer (Philadelphia, PA)
Benefits Administration, Ropes and Gray (Boston, MA)