Gary Szelagowski, Sphr Email & Phone Number

Cleveland, OH, US

Cleveland, Ohio, United States

Provide strategic guidance to non-profit focused on connecting with individuals with substance use disorder through love and encouragement in order to provide support. "The mission of Project White Butterfly is to meet people wherever they are in their recovery journey by sharing messages of hope, to provide a sense of community, and to serve as a resource.

Cleveland/Akron, Ohio Area

• Independent consulting practice delivering select projects focusing on:
• Career counseling, employee engagement, talent management, compensation and performance management.
• Commitment to helping individuals and organizations achieve their potential.
• Business model designed with an eye to contributing to societal needs.

Cleveland/Akron, Ohio Area

Transitional role leading to May, 2019 retirement from the Bank. Responsibilities include leading design and execution of employee engagement survey and ensuring smooth transition of other talent management responsibilities.

Cleveland/Akron, Ohio Area

Responsible for leading work aimed at continuing to build a talented and engaged workforce. Specific components include talent development, performance management, succession planning and employee engagement.

Cleveland/Akron, Ohio Area

This role was focused on building upon the great foundations in place regarding performance management at PNC. Emphasis was on improving the experience for managers and employees, and further enhancing the value delivered to businesses as a result of effective performance management. Significant contributions were also made to a major technology.

Cleveland/Akron, Ohio Area

• Independent consulting practice with select projects including:
• Compensation and performance management consulting for not-for-profit clients of BVU.
• Established LLC as result of business growing and generating revenue through referrals.

Responsible for managing and providing consistency in delivery of HR initiatives in support of business unit employing nearly 30,000. Early focus on initiatives related to integration of PNC and National City. Specific examples include employee engagement, compensation, organizational alignment and performance management.

Primary human resources officer for largest staff organization in the corporation comprised of over 5,500 employees in 3 major divisions, and member of the HR Leadership Team. Work was focused on maximizing productivity in a dynamic and challenging environment. Depending on the division, specific efforts included talent acquisition to support rapid.

Served as Chief Operating Officer for HR while building a new department to improve the cohesiveness of the human resources organization. Orchestrated increased level of coordination across human resources functional units (compensation & benefits, talent, operations, employee relations, consulting, diversity) to raise effectiveness of delivery of those.

Primary human resource officer for organization of over 1,200 branches and 12,000 employees. Major accomplishments included completion of a transformation in which nearly 40% of branch managers were changed-out for more sales-oriented professionals. Following from that, led an overhaul of branch organizational structure, eliminating a layer and providing.

Built the foundation and infrastructure for more formal approach to talent management. In doing so, expanded coverage of succession planning process six-fold and redesigning performance management process from three-level to four-level structure.The combination of these efforts resulted in a better understanding of internal talent and more robust movement.

Managed the design and coordination of incentive compensation and recognition programs for National City’s banking businesses. Also managed team responsible for base compensation programs. Designed, implemented and managed long standing corporate wide recognition programs and played key role in addressing compensation challenges associated with a major.

Responsible for design and implementation of incentive compensation programs for assigned business units. Accomplishments included enhancement of processes to manage administration and upkeep of executive compensation programs including stock options and annual incentives.

As part of the integration of Key and Society, managed roll out of Community Banking Sales Tracking and Incentive Compensation program to over 700 additional branches in 10 state affiliates from Maine to Alaska.

Managed day-to-day operations associated with the administration of Sales Tracking and Incentive Compensation program covering about 450 branches in 3 state banking affiliates. Early deliverables in this role included enhancements tying program directly to profits, spreading incentive opportunity more equitably among participants and reducing cost by.

Participated in the design, development and support of components of a Sales Tracking and Incentive Compensation system. Also built and implemented a “branch scorecard” combining numerous sales and service measures into a single report

Served in three positions of increasing responsibility culminating in Information Center Manager. Work involved responsibility for all aspects of evolving end-user computing environment.

Responsibilities included marketing decision support services to Fortune 1000 clients and developing and conducting executive seminars and end-user training courses.

Bachelor Of Science, Business Administration

Education record