Human resources manager or human resources director

Structure the Human Resource department and perform all the functions related with the Human Resources function. In general, lead the creation of the HR department with the available and approved resources needed.
Achievements:
•	Implementation of the Time & Attendance system. 
•	Recruitment of key positions for the project.
•	Creation of all the policies and procedures of the Human Resources department.
Structure the Human Resource department and perform all the functions related with the Human Resources function. Work on the creation of all the policies and procedures of the Human Resources department. Implement the Time & Attendance system. Recruitment of key positions for the project. In general, lead the creation of the HR department with the available and approved resources needed.

Management of all the HR functions in Great Panther Mining Mexico for underground mines located in Topia, Durango and Guanajuato, Gto (Guanajuato and San Ignacio).
Achievements:
•	Code of Ethics & Conduct presentation development and training provided for all personnel in Mexico and Peru, to promote the proper use of the Whistler Blowing line, to achieve a proper escalation of complaints, reaching 400 employees approximately.
•	Mission, Vision and Values materials preparation and rollout for all department heads in Mexico and Peru, to promote the use of these, so as use the values and live them daily.
•	Coach selection and coaching program proposal for Topia General Manager through the definition of competences to be evaluated (aligned with his manager, the VP of Operations for Mexico), and coordinate the application of psychometric evaluations made by pairs and subordinates. Based on these evaluations, the Coach proposed a program to follow up during 2019.
•	Propose and execute an Organizational Restructure in Topia Operations (Reduction in Force of 39 positions) and Guanajuato Operations (Reduction in Force of 22 positions), reducing annual costs in approximately 400,000 USD.
•	Carry out Mexico’s 2018 performance evaluations process, merit increase process and bonus calculation. Prepare summaries for approval, apply approved amounts in payroll, and communicate to area responsible for them to communicate to direct reports as well.

Management of all the HR functions in Argonaut Mexico for three Mines located in Durango and Hermosillo (El Castillo, San Agustin & La Colorada), and two Projects in advanced stage that will become Mines: San Antonio in Baja California Sur, and Cerro del Gallo in Guanajuato. The position reports to Argonaut Gold Vicepresident of Operations. My main functions and responsibilities are related with the administration of the HR area. Among them are the implementation and standardization of policies and procedures, HR best practices suitable for the organization, recruiting, talent attraction, personnel administration, compensation and benefits administration and competitiveness, training and organizational development, labor relations and union relations, among others.

•	Elaboration of Organizational Charts for Mexico Operations on a monthly basis, so the Corporate Management Team could see the organizational structure and take strategic decisions.
•	Recruit the critical positions needed for the continuity of operations, positions know internally as Key Positions or Key Employees, due to the importance of their role in the organization.
•	Implement and elaborate the Human Resources Monthly reports for each of the mining operative units and for the Regional Office, with the purpose of showing the main activities, KPI’s and Organizational Structure on a monthly basis, and leave evidence and history.
•	Evaluation the Supervisors of the different productive areas of the mining units on basic competences, with the purpose of reviewing performance and take strategic decisions with those on the lowest ratings.
•	Plan and Execute several HC Downsizings:
-	In San Juan del Rio, Durango in December 2014, achieving cost annual savings of approximately 246,000 USD.
-	In San Juan del Rio, Durango in May 2014, achieving cost annual savings of approximately 265,000 USD.
-	In Hermosillo regional offices, La Colorada Mine in Hermosillo and Durango Office, so as in El Castillo Mine in Durango in September 2015, achieving cost annual savings of approximately 1,173,008 USD.
-	In Durango in January 2016 to reduce personnel of San Agustin Project, achieving cost annual savings of approximately 60,000 USD.
•	Design & present to the Company Management Team, a Salary Structure for union employees, compacting from 37 to 6 salary levels in El Castillo mine in San Juan del Rio, Durango, implementing a simple Tabulator in March 2015 and correcting all the salary differences among categories, to set the basis for future escalations and promotions.
•	Prepare and present the project, get the approval from Management Team, so as negotiate the Collective Bargain with the union from our mine La Colorada. during March 2015 and March 2017, and with the union from our mine El Castillo during March 2016 and March 2018, achieving satisfactory agreements for both parties, company and union employees.
•	Develop and present the project for Salary increase, so as negotiate with the union from our mine La Colorada and with the union from our mine El Castillo from 2015 to 2018, achieving satisfactory agreements for both parties, not exceeding the budget approved for yearly increases.
•	Analyze, develop and elaborate the salary structure for staff positions in July 2015, grading and development of Salary Tabulator, with entry/medium/maximum levels for each position, to set the basis for hiring salary ranges, future career progression and promotions.
•	Plan & execute the change in the frequency of the payroll payment, communicating the benefits to all employees with anticipation, changing the frequency in the payment from two times per month, to once per month, impacting 215 employees, and reducing the administrative payroll processes in 50% during the year.
•	Prepare the necessary arguments and present them to Management Team during May, in order to grant salary raises for all staff positions (non-union) each year and make it retroactive to March 1st. Coordinate the process with payroll area.
•	Develop the union strategy, necessary to structure the relationship with the union of La Colorada mine in Hermosillo, from December 2014 to February 2016, strengthening the local union committee and working in coordination with them, the national commisionate and Human Resources area within the mine, in order to avoid an undesired union infiltration. The process finalized in a voting carried out on March 11th, 2016 with authorities of the Meeting of Conciliation & Arbitration, with the result for the union to keep the union representation.
•	Design the Performance Appraisal evaluation for all staff positions in Mexico, get approval from the Management team, training for area responsible, management of communications, and coordinate the evaluation process; as a result, all employee evaluations were completed for 2016, 2017 and 2018.
•	Coordinate the process of Yearly Objectives definition for “Key Employees” in Mexico, with the purpose of establishing those objectives linked to annual bonus payment. Trigger the process, communicate to employees and gather the information of accomplishment during the first three quarters and full year, and inform to the Corporate Management Team, and coordinate the forecast process to estimate if objectives will be reached in 2nd, 3rd and 4th quarter.
•	Plan the Startup project for San Agustin mine in Durango, coordinate the recruiting process for all the positions, and coordinate the necessary trainings, achieving the goal of 181 employees, either new hires or transferences from our other mine El Castillo to the new mine San Agustin.

Management of all the HR functions in Technip Mexico for the three segments: Onshore, Offshore & Subsea. My main functions and responsibilities were recruiting, talent acquisition, HRIS and personnel administration, onshore and offshore operations during projects execution, training and organizational development, Performance Reviews & Objectives Campaigns trough HRWeB, Traveling and lodging coordination, Facilities administration, labor relations.

•	Plan & execute a HC Downsizing in coordination with the team of managers, due to the lack of confirmation of new projects, and retain the key employees for future projects.
•	Analyze the total compensation and internal salary structure during 2011, 2012 & 2013, and make a comparison against the Oil market based on a study performed by AON, to adjust those positions below the median of the market.
•	Prepare and develop the Training Plan for Projects Line 56 & 57, Homol-Chuhuk and Ixtoc as per PEMEX annex "s" requirements and organizational requirements. All these projects were consistent of installation of pipeline to connect PEMEX platforms.
•	Plan & Execute the recruiting for Projects L. 56 & 57, Homol-Chuhuk & Ixtoc. Hiring and mobilization of a full construction crew of 114 positions for the G- 1200, a last generation DP2 construction pipe layout vessel.
•	Align processes, policies, procedures and HR functions due to the acquisition of Global Insurtries by Technip. Implement HC reporting and integrate databases used by Technip: HRWeB, Oracle, TPCompass, TPNet.
•	Lead the process of Capital Increase for Mexico, by offering shares to buy trough three options: Technip Multiple, Technip Classic & Technip Secure. I receive a Bonus award due to the selling of shares, as we were one of the Top 5 Countries in percentage of completion on selling shares.

Management of the operations of Gulf of Mexico Personnel Services, S. de R.L. de C.V., a subsidiary Company of Pride Drilling & Seahawk Drilling, by providing all personnel services for two customers for 600 employees in 2008 and 500 in 2009, distributed in several Drilling Rigs owned by Pride & Seahawk, and Modular Rigs owned by Blake (Offshore and Onshore Operations). The core of the Business was administrating personnel services such as: Recruitment & Talent Acquisition, Logistics & Transportation Services, Lodging, Safety & Health, Training & OD, Payroll & related obligations with government entities, Compensation & Benefits, Union Strategy, Providing of Personal Protective Equipment, Finance and Accounting: State of Results, Balance Sheet reconciliation & Sarbanes Oxley compliment requirements; US GAAP principles, so as the compliance with PEMEX contractual requirements.
•	Propose and execute an Organizational Re-structure in GOMPS (Gulf of Mexico Personnel Services) organization to improve the customer service given to Pride International Mexico & Seahawk Drilling Mexico, improving the operational efficiency; Elaborate, review and set up all the Job Descriptions for Off-Shore and Shore-Based employees.
•	Implement the Performance Appraisal process and execute training to all employees in the methodology of the process, establishing clear goals, so as coordinate the performance appraisal process to all employees.
•	Formalize a Collective bargain with a union, as we did not have one, and set up a formal Strategy in order to avoid undesirable union infiltrations & provide legal protection to the company.
•	Coordinate the Ramp down of the company, by gradually Downsizing the operations in Mexico to the minimum required as per the Master Plan stablished with Corporate Headquarters, up to the closing of main offices.

Ensure the proper functioning of the HR department, administrating the Human Resources department, achieving expected results, maintaining the Human Resources Indicators in target and comply with internal regulations and certifications such as Sarbanes Oxley, WRAP and CTPAT. Areas under my responsibility: Recruiting & Talent Acquisition, Safety, Health and Environmental Protection (OSHA Standards), Labor Relations, Salaries & Benefits, Training, Communication, Organizational Development.
Achievements:
• CTPAT certification (Customs Trade Partnership against Terrorism) in December 2006 as a result of an audit attended by US Embassy representatives.
• Reduction of average absenteeism rate from 0.46% to 0.39%.
• Reduction of average turnover rate from 2.71% to 1.43%.

Responsible of administrating the Human Resources department throughout the different areas such as Labor Relations, Human Resources Generalists, Recruitment & Talent Acquisition, Medical Services. Implement Local and Corporate Projects. Carry out complaint investigations in coordination with Fraud & Risk Management department, received throughout mysafeworkplace.com and fraudline.com. Maintain a stable labor climate by monitoring. Coordinate with training department for Inductions.

Achievements:
• Two Phases Ramp Up for HP Latin America (236 agents & 34 administrative positions hired).
• AVP Implementation (Agent Variable Pay) & Empower: Recognition System to reward metrics accomplishment by the agents and web tool to administrate the system.
• Proposal and integration of policies, procedures and service level agreements for human resources as a part of ISO 9001-2000 quality system for FORD. 
• Ramps Up of 130 bilingual customer service representatives for HP US Hispanic & 150 bilingual CSR for Sprint-Nextel US.
• Match Point Implementation, web tool developed to receive Talent, evaluates candidate’s abilities and administrates candidates for customer service positions as a 1st Phase implementation of Hire Point, a global Corporate Project.

Responsible of recruitment, hires, administration of services (transportation, uniforms, medical and life insurance benefits), collective bargain administration, budget calculation of personnel expenses, monthly reporting and achievement of HR Indicators, Bonus payment, salaries and benefits surveys, Organization Charts and Job Description monthly update, application and interpretation of labor climate survey every 2 years. Participate & coordinate salaries negotiations with HR Director and Union representatives (yearly for salaries and every two years for collective bargain).

Achievements:
• Change in payroll frequency for union and not union personnel: biweekly to monthly for not union employees & weekly to biweekly for union employees.
• Support & Coordination of the process to change the union affiliation from CROC to CAT: Strategy, Legal processes, Recount, definitive change of Union.
• Share selling coordinator for Valeo employees as a part of a Global Project named “Valeorizon” to increase the sense of belonging of all employees and the increase the capital of Valeo Group: Final sell of shares for one hundred and twenty five employees positioning the Site in 1st place among 9 sites in Mexico & 4th place World Wide among 146 Sites.
• KINESYS Project coordinator (Knowledge in Electronic Systems), mainly based in the correct implementation and configuration of the portal and web page named: “Life at San Luis Potosí” to standardize and share best practices, policies and information between local employees and employees around the world.

Labor interviews, attrition follow up, disciplinary actions, vacations processing, unjustified absenteeism follow up, collective bargain administration & agreements, work systems improvement based on high performance teams, planning of special events for all the employees; responsible of Salaries & Collective Bargain Negotiations.

Achievements:
• Ramp Down of 2nd shift in a production line: 90 production operators and 30 administrative employees. Administration of the process and assuring termination signatures of labor relation with each employee.
• Reduction of Absenteeism rate in a Production Line trough a transactional Six Sigma analysis.

Labor Climate monitoring and Diagnosis Surveys plus action plan follow up, sponsoring of baseball and soccer tournaments and teams, Collective Bargain and Salaries negotiation, assessments in the interpretation of the Work Federal Law, Collective Bargain administration, Internal Work Regulations & conveys. Stretch relations with union leaders.

Achievements:
• Proposal for new redaction for the Collective Bargain and interpretation manual.
• Collective Bargains Benefits Comparative Analysis in la Comarca Lagunera, with 10 companies joining it.

Responsible of training deployment and new employee orientation, yearly training program planning, monthly training reporting, development and certification of internal instructors.

Achievements:
• Promoter for the creation of 2 new training classrooms for the benefit of four Facilities and one distribution center. 
• Certified as a Training Instructor by Alcoa Fujikura Ltd. (May, 1998).

Human Resources with special focus in labor relations