1. RAQUEL DIAZ, MHRM
Résumé
321-505-0990
rsantiago0402@yahoo.com
PROFESSIONAL EXPERIENCE
BOYS & GIRLS CLUBS OF CENTRAL FLORIDA, INC. Orlando, Florida
V.P. of Human Resources 2015 – Current
Providing HR leadership that drives BGCCF strategic and annual goals from a human resources perspective for the
organization that provides a safe place to learn and grown for 14,000 children between the ages of 6 and 18 each year.
Support the staff at each of our 16 Clubs and 14 after-school middle school programs in Brevard, Orange, Osceola and
Seminole counties. Successfully lead the payroll conversion to ADP for payroll, benefits, time and attendance.
 Determine the performance management, recruiting, onboarding, staff development, compensation, benefit,
retention and other HR practices and programs which align with and support BGCCF’s strategic plan, mission and
Core Values.
 Lead and support the recruitment and selection of staff with the qualifications necessary for successful
performance, recommending recruitment sources and strategies and assuring the recruitment process and
associated records are maintained in compliance with regulatory requirements.
o Efficiencies have been implemented to the new hire on-boarding process which has resulted in a quicker
on-boarding from a one-month on-boarding process to a less than 2-week process.
 Provide thought leadership aligned with the development of a performance-driven workplace culture.
 Optimize the delivery of responsive, customer-focused human resource services; establish and implement policies
and procedures for the effective management human resources, ensuring compliance with federal, state and local
regulations and community practice.
o Streamlined the roles of the Human Resources Staff to ensure a quicker response time for staff in clubs
and middle schools.
 Support staff career development, identifying opportunities for training and skill building within budget limits.
 Contribute to operational strategic planning, providing perspective on staffing and employee
training/development needs to support strategic directions.
o Introduce supervisory training to include communications and conflict resolution.
o Introduce discrimination of harassment prevention.
 Identify and evaluate opportunities to enhance and motivate staff.
 Develop recommendations for implementation and modification of human resources management policies,
procedures and programs.
 Ensure a healthy and safe environment that complies with all OSHA requirements; administer and ensure
compliance of ADA, FMLA and EEO standards.
 Lead annual health and welfare plan renewal process; ensure health and welfare plans in compliance with the
Affordable Care Act.
o Reduced health care cost by approximately $50,000 annually for the employer, which resulted in an
additional savings to the employee cost by 10% per month.
MC ASSEMBLY, CONTRACT MANUFACTURER Palm Bay, Florida
DIRECTOR OF HUMAN RESOURCES 2007 –2015
Transform the Human Resources Department from an underutilized administrative department to a strategic business
partner that collaborates with senior management and a well-respected and viable resource for all employees. Develop
business plan to update all policies and procedures. Effectively administer all direct human resource functions. Provide
support for 600 employees in multi-site facilities; Florida, 90 employees in Massachusetts, and additional human
resources support for Mexico’s management and employee base of 500; supervise a staff of 5-8. Successfully
administered and processed H1B Visas for two employees from beginning to end.
 Design, implement, and manage salary classification and compensation programs.
o Prepare occupational classifications, job description and salary scales.
o Oversee competitive analysis, merit increases and salary structure.
o Develop job descriptions for all corporate positions and determine appropriate base pay.

2. RAQUEL DIAZ, MHRM
Résumé
321-505-0990
rsantiago0402@yahoo.com
o Analyze surveys to ensure appropriate compensation across all departments (market analysis conducted
periodically).
 Reduce health care costs by approximately $600,000 per year or approximately $200/per employee in the first year
(cost reduction was sustained over the following 3 years).
o Analyze the cost structure (% born by employee, % born by employer) and stabilized the employer
portion of the premium and raised the employee assessment to more competitive levels.
o Implement additional regulatory changes as required by the ACA with cost savings remaining intact.
o Maintain a “wellness” program.
 Determine staffing needs and anticipate changes in competence requirements as part of business talent strategy.
 Strategically analyze and execute alternate options to retain valuable employees in lieu of reduction in force.
 Develop cross-training plans for key areas and improve efficiency to establish career paths for all levels of workers
that reduced employee turnover by 6%.
 Provide HR consulting to corporate leaders; coach and counsel supervisors, managers and employees regarding
staffing, employee relations, employee development, performance appraisal/planning, terminations.
 Lead projects of moderate to high complexity with broad impact on the organizational policies and practices.
 Successfully mediate and resolve grievances in the workplace while maintaining objectivity and ensuring state,
federal and corporate compliance.
 Reduced overtime expenses by $500,000.
CASA CENTRAL SOCIAL SERVICES, NOT FOR PROFIT AGENCY Chicago, Illinois
DIRECTOR OF HUMAN RESOURCES 2005-2007
Enhanced Human Resources policies, practices and procedures for the entire organization. Performed as a key driver in
design and implementation of a qualified retirement plan, 401(k), from a 403(b). Conducted strategic negotiation to obtain
cost savings on premium renewals and improved benefit plans for the entire agency; supervised a staff of four (4)
servicing 500+ employees.
 Increased employee morale by establishing numerous employee benefits including three (3) paid sick days for hourly
employees, holiday raffles, and quarterly employee appreciation day.
 Established employee referral program to reduce recruiting cost.
 Established a Safety Committee with employees from all areas of organization as members.
 Reduced worker’s compensation claims from a 1.19 exp mod rate to .89; settled and closed claims well below
reserves.
 Redefined role and responsibilities for each Human Resources team member.
 Introduced an affirmative action plan, sexual harassment and discrimination training.
 Rewrote an outdated Employee Handbook to ensure compliance with all federal and state agencies that provided
funding for the agency.
 Revised all Human Resources related forms including employment application, PTO forms, new hire requisitions.
AZTECAMERICA FINANCIAL GROUP, LLC, START UP FINANCIAL INSTITUTION Berwyn, Illinois
HUMAN RESOURCE GENERALIST 2003 - 2005
Hired as the 4th
employee and only Human Resources Professional conceived, developed and implemented a series of
innovative Human Resources programs, services and processes, including comprehensive recruitment policy guidelines
for hourly and salaried employees; supervised one (1) staff member.
 Created all Human Resources related forms including employment application, PTO forms, new hire requisitions.
 Created job descriptions for all exempt and non-exempt roles.
 Provided full service recruitment; prepared and conducted structured interviews to select candidates for generalized or
established positions.
 Created and introduced, with the assistance of labor attorney, the first company Employee Handbook to ensure
compliance with all federal and state agencies.

3. RAQUEL DIAZ, MHRM
Résumé
321-505-0990
rsantiago0402@yahoo.com
 Seamlessly transitioned 25 new employees, gained through an acquisition, into corporate culture by handling all
aspects of new hire processing.
 Responsible for all employee record keeping and time and attendance.
 Reviewed and processed company payroll.
 Provided ongoing tactical support and advice in setting growth objectives.
PAYCHEX, INC., PAYROLL, HUMAN RESOURCES AND BENEFITS OUTSOURCING ORGANIZATION, (Corporate)
Rochester, N.Y.
Fortune 100 company with a national and international presence. Attained multiple promotions.
HUMAN RESOURCE REPRESENTATIVE Chicago, Illinois
2001-2003
Successfully presented and sold qualified retirement plans and IRA, in addition to Section 125 to start ups and companies
with less than 500 employees. Consistently, met and exceeded monthly quotas throughout employment.
 Recommended new or modified tax-deferred and pre-tax benefit plans to payroll clients.
 Assisted in the development of and successfully implemented retirement plans in small to medium size companies and
simultaneously conducted benefit needs analysis with each client.
 Strategically partnered with each client to create and enhance the organization’s benefits package which included such
benefits as the Section 125 plan, ultimately providing the client with significant tax savings.
 Negotiated contracts and prepared proposals associated with the retirement plan and/or the Section 125 plan. Directed
all training seminars on retirement plans and pre-tax benefits at client’s location and presented to their employee base.
CLIENT SERVICE ACCOUNT MANAGER St. Petersburg, Florida
1997 – 2001
Maintained on-site contact with 90 clients to ensure client satisfaction and retention; discerned and fulfilled client’s
ongoing requests and needs by promoting Paychex’s outsourcing functions in the areas of human resources, payroll and
taxation, worker’s compensation, pre-tax administration and retirement services.
 Attained 100% customer satisfaction among clients with less than 50 employees.
 Provided cost-effective benefits and payroll alternatives to small business owners.
 Consistently rated as one of the top 5 Client Service Account Managers in the region for customer satisfaction
including training, on-going on-site service, employee consultation.
 Spearheaded the creation of a client service training module for new client account managers in Paychex and served
as the trainer and mentor for the new client account manager.
BENEFITS SPECIALIST St. Petersburg, Florida
1997 – 1998
Served as client liaison and their employees with the medical insurance carriers to ensure benefit coverage to eligible
employees
 Team leader to a staff of 15 on annual enrollment projects.
 Spearheaded the open enrollment process first year as a Benefits Specialist for more than 300 clients, combined total
of 5,000 employee packages.
EDUCATION
Keller Graduate School of Management, Masters in Human Resources Management, Chicago, Illinois
Eckerd College, Bachelor of Arts, Personnel Management, St. Petersburg, Florida
Rollins College – Mini MBA Certificate of Completion, Winter Park, Florida
SHRM Member since 2005