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Wrong Robert Gemignani?

Robert Bob Gemignani

Senior Vice President, Human Resources

Harrison & Star, Inc

HQ Phone:  (212) 727-1330

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I agree to the Terms of Service and Privacy Policy. I understand that I will receive a subscription to ZoomInfo Community Edition at no charge in exchange for downloading and installing the ZoomInfo Contact Contributor utility which, among other features, involves sharing my business contacts as well as headers and signature blocks from emails that I receive.

Harrison & Star, Inc

75 Varick Street 6th Floor

New York City, New York,10013

United States

Company Description

Harrison and Star is a full-service, global healthcare marketing agency focused on developing strategic, cross-channel promotional campaigns that target medical specialists. Our team of more than 350 professionals (many with advanced degrees in science and med... more

Find other employees at this company (604)

Background Information

Employment History

Chief Talent Officer

Hill & Knowlton Inc


Director, Human Resources

Barnes & Noble , Inc.


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Web References(8 Total References)


People at Harrison and Star

www.harrisonandstar.com [cached]

Robert Gemignani, SVP, Director of Human Resources
Robert Gemignani, SVP, Director of Human Resources Bob is involved in every phase of HR management, including talent acquisition and retention, organizational development, employee relations, diversity, training, compensation, and benefits. He reinforces Harrison and Star's strong company culture by creating multiple avenues for open communication, employee recognition, and development.


Hill and Knowlton : News : Latest News

www.hillandknowlton.com [cached]

Robert E. "Bob" Gemignani Appointed to SVP and Chief Talent Officer, Hill & Knowlton USA Press Release: May 3, 2007 (8:22 am) NEW YORK, NY, USA - Hill & Knowlton, Inc., one of the world's premier communications consultancies, announced that Robert E. "Bob" Gemignani has joined the US company as senior vice president and chief talent officer.Gemignani will report to Paul Taaffe, president of the US company and chairman and CEO of the firm.In his new role, Gemignani will drive the HR function in the US including recruiting and talent, benefits, policy, and employee development.He will liaise with Ruth Clark, global chief talent director.During his career, Gemignani has been involved in almost every phase of HR management including talent acquisition, organizational development, employee relations, diversity, training and development and compensation and benefits.He was most recently at Horizon Blue Cross Blue Shield where he was responsible for employee relations and supporting all divisional HR activity.Prior to that, he held VP, human resources positions for College Sports Television and Vivendi Universal Entertainment.Gemignani has held director HR positions of increasing responsibility with Barnes & Noble, Random House Publishing and McGraw Hill."Bob's experience and understanding in all facets of HR make him especially valuable in not only identifying and securing talent for our US offices but ensuring career development and support for all staff already on board," said Paul Taaffe."I believe it is critical for every employee to have a line of sight to the organization's goals and embrace the values," said Gemignani."Employees can then see how they contribute to the firm's overall success."Gemignani holds an MA in human resources management from Columbia University and a BA in psychology from Montclair University.


Hill and Knowlton : News : Latest News

www.rockeycompany.com [cached]

Robert E. "Bob" Gemignani Appointed to SVP and Chief Talent Officer, Hill & Knowlton USA Press Release: May 3, 2007 (8:22 am) NEW YORK, NY, USA - Hill & Knowlton, Inc., one of the world's premier communications consultancies, announced that Robert E. "Bob" Gemignani has joined the US company as senior vice president and chief talent officer.Gemignani will report to Paul Taaffe, president of the US company and chairman and CEO of the firm.In his new role, Gemignani will drive the HR function in the US including recruiting and talent, benefits, policy, and employee development.He will liaise with Ruth Clark, global chief talent director.During his career, Gemignani has been involved in almost every phase of HR management including talent acquisition, organizational development, employee relations, diversity, training and development and compensation and benefits.He was most recently at Horizon Blue Cross Blue Shield where he was responsible for employee relations and supporting all divisional HR activity.Prior to that, he held VP, human resources positions for College Sports Television and Vivendi Universal Entertainment.Gemignani has held director HR positions of increasing responsibility with Barnes & Noble, Random House Publishing and McGraw Hill."Bob's experience and understanding in all facets of HR make him especially valuable in not only identifying and securing talent for our US offices but ensuring career development and support for all staff already on board," said Paul Taaffe."I believe it is critical for every employee to have a line of sight to the organization's goals and embrace the values," said Gemignani."Employees can then see how they contribute to the firm's overall success."Gemignani holds an MA in human resources management from Columbia University and a BA in psychology from Montclair University.


www.prweekus.com

Bob GemignaniBob Gemignani, SVP, chief talent officer, Hill & Knowlton


www.presentations.com

Staying aware of conflict-related red flags is also essential, says Bob Gemignani, senior vice president and chief talent officer for New York-based communications consultancy Hill & Knowlton, Inc."First and foremost is scarcity of resources," Gemignani says of the top causes of employee dispute."The second one is different values, attitudes and perceptions, and then I would say a lack of agreement about needs, goals, and priorities."Other environmental troublemakers, he says, include poor communications, inadequate organizational structure for teamwork and unclear goals and responsibilities.When four people share an assistant, Gemignani says of a classic scarcity of resources scenario, little wonder arguments arise as to how that employee should prioritize the work of the people he or she reports to.The solution: Having that many supervisors for one employee is never a good idea, Gemignani points out, but to make it better, one manager among the four could be appointed, on a rotating basis, to set the worker's priorities. Also beware of situations in which one person's decisions unilaterally affect the comfort of numerous others.Sometimes the cause of such office-bound oppression can be silly.Gemignani recalls a dispute that arose due to the placement of a thermostat in an employee's office.The problem was the thermostat not only controlled the temperature of that worker's own office, but the offices of a few co-workers, as well.The only way it would work, he advised, was for all affected to agree on what the temperature should be, and not allow anyone to touch it without prior discussion. Poor communication is another potential hot button issue."Assuming somebody else is taking care of something, and then when it falls between the cracks, searching for the guilty" is a common consequence of not communicating clearly enough with co-workers, says Gemignani.A similar outcome is likely when goals and responsibilities aren't clear. "The remedies for most of these things," Gemignani advises, "are that managers should communicate regularly and spell things out clearly, be certain job descriptions accurately reflect what an employee is responsible for, and provide feedback often."


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