Michael Spinella

Head of Diversity, Inclusion & Belonging, Employee Engagement, Employee/Labor Relations, LOAA and HR Operations (Payroll, HRIS, HR Technology).

Head of enterprise Diversity & Inclusion, Employee Engagement and Employee/Labor Relations.

HR Management: I oversee employee/labor relations, employee engagement, diversity and inclusion, organizational development and support executive communications. Manages development and implementation of employee policies and handbook, onboarding program, and HR standard operating procedures (SOPs). Employee Engagement: Directs employee engagement activities, employee and labor relations and oversee all aspects of the employee experience. Internal Communications: Develops internal communication tools for executive leadership, including a board-level microsite, enhanced intranet, dashboards, and key performance indicator (KPI) metrics reports, keeping everyone apprised of corporate developments. Values Alignment: Led effort to establish organizational values, which were in turn incorporated into all projects, brand efforts, and recruitment activities. This has resulted in increased employee satisfaction. Brand Strategy and Cost Reduction: Redesigned brand strategy to improve consumer brand recognition, reducing advertising costs by over 50%. Cross-functional Team Building and Acquisitions: Created cross-functional HR taskforce to handle acquisition of grocer with 27 locations and 3,000 employees, leading due diligence efforts prior to acquisition and crafting full communications and integration plans after.

Employee/Labor Relations - Oversaw all aspects of ER including investigations, disciplinary actions, performance management programs, and the development and enforcement of company policies. Created and facilitated positive employee relations training for all managers. Department Budget Management: Managed budget of $450K and 2 direct reports as first head of D&I. Diversity Program Development: Created far-reaching D&I strategies, programs, and policies that impacted everything from onboarding to external communications. Diversity & Inclusion: Launched first Diversity Action Committee, which led to review of marketing collateral and additional trainings. Awareness Raising and Global Program Development: Partnered with international headquarters on global programs to increase awareness among senior executives. Market Analysis: Analyzed data on 50+ markets to determine diversity density and characteristics prior to new store openings. Dashboard: Designed workforce diversity dashboards, tracking data on applicants and employees to measure D&I progress. Gap Analysis and Training Delivery: Used talent reviews to identify workplace inclusion gaps and modified training to bring all units into alignment. Relationship Building and Diversity Recruitment: Built relationships with diversity-oriented professional organizations, increasing diverse applicants.

Jennifer Brown Consulting (JBC) is in the business of Building Inclusive Workplaces for All. JBC is a strategic leadership, diversity & inclusion and workplace consulting firm founded in 2006, JBC is committed to helping talent at all levels redefine leadership. We are in the business of transforming human potential, and aligning individual performance with organizational results. Our clients include Toyota, Cisco, Target, Disney, Alcoa, Wells Fargo and more. As a Senior Consultant, Michael partners with leading organizations to customize solutions and strategies to elevate their Diversity & Inclusion efforts.

Program Management: Designed and integrated global D&I programs which included creating communications, marketing, newsletters, training, education, diversity web services, and a global diversity scorecard. Subject Matter Experts: Served as subject matter expert on workforce D&I best practices, programs, and policies, ensuring consistency. Global Human Resources Management and Diversity Training: Launched global and Americas diversity councils, securing participation by CEO and senior executive leaders. Team Coordination: Coordinated efforts between international HR teams, adapting headquarters strategy to fit each market. Executive Development and Women’s Issues: Oversaw the IMPACT! program, providing executive development opportunities to women around the world.

Matrix Management: As part of a matrix environment, managed global D&I strategy and program development, as well as providing cross-functional support as a knowledge management team member for the corporate office. Cross-functional Collaborations: Collaborated with internal HR partners and cross-functional stakeholders to share resources and best practices. Social Media Marketing: Integrated D&I objectives into internal communications, social media marketing, and change management plans. Training & Development: Identified integration and training opportunities, which included supporting minority business development and launching domestic diversity council, creating more robust and diverse workforce. Employee Engagement: Oversaw 50 executives as part of employee resource group (ERG) leadership team. Also launched ERGs at 3 additional locations and managed strategy and daily activities for 7 other ERGs. Event Planning: Launched multiple in-park events, including Lunar New Year celebration, Three Kings Day, Gay Days, and Gospel Festival, drawing thousands of guests and millions in revenue.

As Manager of Minority Business Development for the Disneyland® Resort, Michael Spinella is the primary point of contact for the Minority Business Development Team. Michael is responsible for engaging in outreach efforts and maintaining relationships with multicultural businesses and community leaders. Michael works with external stakeholders to ensure that the Disneyland® Resort maintains a visible leadership position within our community and sets the standard for outreach and corporate social responsibility in the Anaheim and Orange County regions. In addition, Michael is responsible for establishing Minority Business Development sponsorships, assisting with Supplier Diversity recruitment, and communicating the Disneyland® Resort’s small business support processes.

Led a team responsible for maintaining adherence to California wage & hour law, supporting 20,000 employees, and adhering to 22 collective bargaining agreements. Developed processes to reduce pay errors and reduce Leaders’ workload in the Company’s time-recording system. Streamlined internal processes to increase efficiency, develop talent, and improve service and support levels.

Managed day-to-day operations of a five-location merchandise complex and led a team of over 200 Cast Members. Formed relationships with Disney Creative Services and Corporate Brand Management, which led to the expanded artisan and collectible merchandise product line.