Experience

DICKA LOGISTICS

• Mexico
• Transportation, Logistics, Supply Chain and Storage
• 100 - 200 Employee

• Talent & Culture Sr. Manager

  • Nov 2021 - Present

  Lead the Human Resources team with the main objective of attract, retain and develop the best Talent, seeking to accomplish the Business Objectives through the Values and Behaviors established besides a Continuous Improvement philosophy, promoting innovation in area’s processes in order to add value to both our Clients and Collaborators, building a Great Place to Work. Lead the Human Resources team with the main objective of attract, retain and develop the best Talent, seeking to accomplish the Business Objectives through the Values and Behaviors established besides a Continuous Improvement philosophy, promoting innovation in area’s processes in order to add value to both our Clients and Collaborators, building a Great Place to Work.



Grupo Marroquín

• Guadalupe, Nuevo León, México

• Human Capital Leader

  • Nov 2020 - Nov 2021

  My main purpose is lead and ensure the rollout of Business Initiatives through a HR team with a Customer Service and Action Oriented focus, providing High Value to the Organization implementing needed tools with Operative Continuity impact. My main purpose is lead and ensure the rollout of Business Initiatives through a HR team with a Customer Service and Action Oriented focus, providing High Value to the Organization implementing needed tools with Operative Continuity impact.



Soluciones Financieras y Microcréditos

• San Pedro Garza García Centro, Nuevo León, México

• Talent & Culture Sr. Manager

  • Mar 2019 - Aug 2020

  I am responsible for the HR Function developing and ensuring the implementation of strategies to have the best Market's Talent at the best time in the best Position through an exceptional Culture and promoting High Levels of Productivity across the Organization. I am responsible for the HR Function developing and ensuring the implementation of strategies to have the best Market's Talent at the best time in the best Position through an exceptional Culture and promoting High Levels of Productivity across the Organization.



LHH

• United States
• Human Resources Services
• 700 & Above Employee

• Business Solutions Development and HR Projects Sr. Manager

  • May 2017 - Feb 2019

  I am responsible for the Business Solutions’ Development in any Organization with a high focus on Talent (Human Capital) throughout the Employee Lifecycle (end-to-end): from assimilation to re-implementation and transition, through training, commitment and retention, in order to consistently help performance and results be maximized by providing customized solutions that adapt to the changing needs and requirements of my clients. I am responsible for the Business Solutions’ Development in any Organization with a high focus on Talent (Human Capital) throughout the Employee Lifecycle (end-to-end): from assimilation to re-implementation and transition, through training, commitment and retention, in order to consistently help performance and results be maximized by providing customized solutions that adapt to the changing needs and requirements of my clients.



M&G Consulting Group | IICADE

• Monterrey y alrededores, México

• Key Account Manager & HR Project Consultant

  • Sep 2014 - Apr 2017

  In charge of Customer Management Accounts through development of tailor-made plans by implementation and use of action plans based on a Marketing and Sales Scheme ad-hoc to their needs as well as providing Coaching and Consulting services for Human Resources in the different projects at corporate level as well as ensure its effective and correct implementation. In charge of Customer Management Accounts through development of tailor-made plans by implementation and use of action plans based on a Marketing and Sales Scheme ad-hoc to their needs as well as providing Coaching and Consulting services for Human Resources in the different projects at corporate level as well as ensure its effective and correct implementation.



7-Eleven Mexico

• Mexico
• Retail
• 400 - 500 Employee

• Corporate HR Manager

  • Dec 2013 - Aug 2014

  Responsible for ensure the governance of the Culture & Talent’s policies and procedures as well as provide empowerment and assessment on the Talent Development and Engagement tools through the different areas on the HQ. Keep ongoing the implementation and deployment of the Action Plan due the Engagement Survey ’13 (ECO) results and ensure the Change Management KPI’s accomplishment through communication and involvement of the Initiative Leaders at ICONN. Design Work and Life Balance programs that allow the Employee to increase its Loyalty and Sense of Belonging and contribute to diminish the turnover levels on the Staff areas with high stress. Show less



HEINEKEN MÉXICO

• Mexico
• Food and Beverage Services
• 700 & Above Employee

• • Jan 2013 - Nov 2013

  Ensure the definition and design of the central initiatives focused on the HR Battles continuity as well as coordinate its implementation through the Regions and Zone Sales operation. Enable the HR Staff in Sales Regions and coordinate the deployment of Heineken Functional Competencies. Ensure the continuity of the Work Climate Action Plan for the Sales Zones ranked as Bottom Four and those Developed Markets with fall on its survey results. Ensure the Best Talent in Sales Operations by developing the HOGAN Profile (a Success Seller). Show less

• • Mar 2011 - Jan 2013

  Drive the “Ojo de Tigre” behaviors through the Sales and Delivery Force in order to be aligned according Organizational Culture and Change. Having the right talent with the skills and characteristics needed to execute the business process according the company values within the Sales Zone. Align the Compensation Schemes (Sales and Distribution) to the company’s strategy within the Sales Zone as well as design an Action Plan due the Work Climate Survey ’12 results. Ensure the governance of HR policies within the Sales Zone and promote the company’s values and culture with a healthy working environment within the Zone. Show less

• • Jun 2009 - Feb 2011

  Manage, ensure and coordinate Compensation and Benefits policies for Commercial area, as well as manage the Salary Basis, provide definitions, enable and improvement proposals for and in the process as well as manage and provide support to HR Operation (HR Sales Regions Staff) in compensation analysis, labor costs, demotions and integrations. Responsible for Job Evaluation within Commercial area (Staff) as well as manage Matrix of Position levels based on HAY method.



Whirlpool Corporation

• United States
• Manufacturing
• 700 & Above Employee

• • May 2008 - May 2009

  Design and develop the Compensation and Benefits Strategy (Annual Salary Increases and Variable Compensation Bonus), as well as manage the Job Structure and ensure the proper analysis for the comparison vs. domestic labor market (México). Manage the policy of Commissions & Incentives Payment for Sales, Service and Promotoria (Sales Promotion on Floor) as well as provide support and information needed for developing new payment schemes.

• • Aug 2007 - May 2008

  Ensure that HR Operation will be supported in a timely manner by the centralized HR Shared Services team, as well as design the possible Test Scenarios that could be affected in case of a mayor change (overall business) on SAP R3. Ensure that all Tickets (Improvements and Errors) detected by the centralized HRSS team will be properly guided, evaluated and tested in QA environment.

• • Nov 2006 - Aug 2007

  Responsible for ensuring the successful implementation of the OM, PA and PY modules for SAP/R3 as well as Time Management System: Kronos Time Keeping, according to the agenda established by the Central Team, as well as leading the coordination of the Project Implementation Analysts extended team with the firm objective of ensuring that the scheduled activities are carried out according to the established agenda, as well as leading and ensuring the standardization of HR processes and practices in the four operating plants of the business.Drive the Focus Groups meetings besides the HR Generalists according the Great Place To Work agenda and coordinate the deploy of the Bottom-Up Initiatives meetings to provoke the request to the CEO & VP’s approval in order to apply the Top-Down Initiatives. Show less

• • May 2003 - Nov 2006

• • Oct 1999 - Apr 2003