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This profile was last updated on 5/29/13  and contains information from public web pages and contributions from the ZoomInfo community.
 
Background

Employment History

  • Senior Vice President and Chief Talent Officer
    Hill & Knowlton Inc
  • Director, Human Resources
    Barnes & Noble , Inc.
  • Senior Vice President Human Resources
    NBC Universal
  • Vice President, Human Resources Positions
    College Sports Television
  • Vice President, Human Resources Positions
    Vivendi Universal Entertainment
  • Director Human Resources Positions
    McGraw Hill

Education

  • BA , psychology
    Montclair University
  • MA , human resources management
    Columbia University
7 Total References
Web References
Staying aware of conflict-related red ...
www.trainingmag.com, 8 June 2007 [cached]
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."
Robert E. "Bob" Gemignani Appointed to ...
www.rockeycompany.com, 6 Aug 2007 [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.
Staying aware of conflict-related red ...
www.trainingmag.com, 7 June 2007 [cached]
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."
Robert E. "Bob" Gemignani Appointed to ...
www.rockeycompany.com, 3 May 2007 [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.
Robert E. "Bob" Gemignani Appointed to ...
www.hillandknowlton.com, 24 May 2006 [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.
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