Michelle Polowchak

Responsible for ensuring the effective execution of talent management processes for selecting, developing, and retaining a high-performing, diverse workforce of 1100+ associates across 7 stores in the Rochester area.

• Improved the efficiency, accuracy, and consistency of the staffing process and ensured the acquisition of the best talent, as well as compliance with applicable laws, by developing and delivering a training program for store leaders regarding workforce planning, recruiting and selecting talent, and structured interview assessments.
• Managed district talent review process and selection/promotion events, and provided supervisors with guidance on associate development plans; resulted in 5 manager promotions over 8 months.
• Managed the performance review process; coached store leaders on writing and conducting effective performance reviews and tracking associate progress on developmental action plans.
• Educated store leaders on best practices for retaining good talent, and assisted in developing retention plans.
• Conducted regular store visits to maintain positive associate relations.

Responsible for leading the execution of HR initiatives in the areas of organizational effectiveness, workforce planning and staffing, performance management, learning, and associate relations for a store of 180 associates.

• Implemented retention action plan, which decreased voluntary attrition by more than 5% two years in a row.
• Key player in leadership development process, resulting in 9 manager promotions over 18 months.
• Selected by peers as District Staffing Captain for 2007 and 2008, and successfully designed and implemented acomprehensive, strategic staffing plan, resulting in improved spring staffing readiness by 10%, year over year.
• Recognized regionally as a genesis of best practices regarding associate relations and employment practices.

• Assisted CHRO with Board Director search process, ensuring a seamless transition for two new Directors.Also provided support in filling additional key corporate positions, utilizing online recruitment methods.
• Administration of corporate compensation programs, including market analysis for annual salary planning and payout calculations for the annual management incentive plan.
• Corporate lead for global online performance management system implementation.

Multi-site HR responsibility for nine schools encompassing 700 employees, in the areas of annual staffing, performance management, annual merit process, benefit administration, employee relations, and professional development.

• Lead a team of 6 in redesigning and automating the new hire process, decreasing new hire process cycle time by 2 days.
• Initiated and lead creation of structured interview tools and interview training for hiring managers.
• Provided expert guidance to school leaders on organizational issues through regular school visits.
• Conducted job evaluations using a factor system.

Oversight and management of all health, welfare and financial benefit programs, including plan administration, vendor management, compliance and communication of benefits programs and policies, for a multi-state real estate investment trust corporation with approximately 2000 employees.Also responsible for supervision of 4 direct reports.

• Lead a successful cross-functional project team in an on-time, on-budget HRIS implementation of J.D. Edwards’ One World HR/Payroll/Benefits.Defined the scope of the project, and lead the visioning of all future HR processes.Designed the construction of the system, and planned and supervised the manual data conversion process from ADP Payroll & HR, as well as the unit-, CRP-, and parallel-testing processes.
• Transitioned health benefits from multiple HMO plans to a self-funded national PPO plan and applied a consistent company-wide cost-sharing model.Achieved a 10% savings against estimated claims cost.
• Managed plan design and administration of multi-state benefit programs, including Health & Welfare, Retirement, and Work-Life Benefits. Surpassed target participation rates on new welfare plans.
• Managed market analysis and survey participation, vendor selection, contract and rate renewal process, claims experience analysis, and budget forecasting for benefit costs.

Integral part of a dynamic HR team responsible for creating the HR function for a start-up full-service provider of e-commerce solutions with 300 employees, whose growth strategy centered on strategic mergers and acquisitions.Focused on creating a culture of empowerment, risk-taking, results-orientation, and direct communication.

• Implemented a comprehensive multi-state benefits program and ensured plan compliance with IRS Section 125, ERISA, COBRA, HIPAA and FMLA.Oversight of 5500 preparation and discrimination testing.Successfully merged an acquired 401(k) plan into the corporate 401(k) plan after performing an audit and completing the IRS’ Walk-In CAP Program.
• Managed regulatory compliance and reporting, including EEOC and Affirmative Action Plans.
• Created Human Resources Manual and wrote policy/procedure statements with regard to Hiring, Time Off and FMLA, Disability Claims, and Terminations, and provided guidance to leaders in field organizations.