Jacinto Escoriza has over 30 years of experience leading large international HR organizations at Fortune 500 companies. He has a track record of developing people strategies aligned with business objectives and driving HR initiatives that contribute to both strategic and operational goals. His experience includes senior HR leadership roles at Fiserv and PepsiCo across Latin America, Europe, Asia, and North America, managing teams of over 2,000 employees.
Shieta Black Professional Resume 2016FShieta Black
This document is a resume for Shieta Black, who has over 10 years of experience in human resources management. She has worked in a variety of industries, including merchant services, high-tech, manufacturing, and telecommunications. Her experience includes developing HR programs from scratch, improving employee engagement and retention, and acting as a strategic business partner. She holds certifications as a PHR and SHRM-CP and has a bachelor's degree in organizational leadership.
Learn about Steve's career in HR, his accomplishments and how his skills and experience evolved to give him a unique perspective on HR's real role in an organization.
Craig Allen is a human resources executive with over 25 years of experience leading HR functions for multi-billion dollar corporations. He has a track record of success in areas such as labor relations, compensation, benefits, and organizational development. Allen's most recent role was as Vice President of Human Resources for Servisair USA, where he oversaw HR operations across the U.S., Canada, and Latin America.
Timothy Bolton is a human resources executive with over 30 years of experience in strategic HR leadership roles. He has expertise in compensation, benefits, recruitment, retention, mergers and acquisitions, and HR information systems. Bolton currently works as a senior partner for OnSite HR Solutions, where he provides HR strategy and solutions to client companies. Previously, he held several VP roles at The Home Depot overseeing HR for various divisions.
Strategic, results-oriented professional Human Resources Executive with tangible results in areas of Executive Coaching (C-Suite and below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning, Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology procurement and upgrades. Local, International and Global support including tailored Engagement Plans for each region. Experience building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and classes, IT and HRIS system implementation.
Timothy Bolton has over 20 years of experience in human resources leadership. He has held roles such as Vice President of HR for large multi-national companies. Bolton has expertise in areas such as compensation, benefits, recruitment, mergers and acquisitions, and HR systems. He currently works as a senior partner for a consulting firm providing HR solutions and services.
Shieta Black Professional Resume 2016FShieta Black
This document is a resume for Shieta Black, who has over 10 years of experience in human resources management. She has worked in a variety of industries, including merchant services, high-tech, manufacturing, and telecommunications. Her experience includes developing HR programs from scratch, improving employee engagement and retention, and acting as a strategic business partner. She holds certifications as a PHR and SHRM-CP and has a bachelor's degree in organizational leadership.
Learn about Steve's career in HR, his accomplishments and how his skills and experience evolved to give him a unique perspective on HR's real role in an organization.
Craig Allen is a human resources executive with over 25 years of experience leading HR functions for multi-billion dollar corporations. He has a track record of success in areas such as labor relations, compensation, benefits, and organizational development. Allen's most recent role was as Vice President of Human Resources for Servisair USA, where he oversaw HR operations across the U.S., Canada, and Latin America.
Timothy Bolton is a human resources executive with over 30 years of experience in strategic HR leadership roles. He has expertise in compensation, benefits, recruitment, retention, mergers and acquisitions, and HR information systems. Bolton currently works as a senior partner for OnSite HR Solutions, where he provides HR strategy and solutions to client companies. Previously, he held several VP roles at The Home Depot overseeing HR for various divisions.
Strategic, results-oriented professional Human Resources Executive with tangible results in areas of Executive Coaching (C-Suite and below), Workforce Planning and Budgeting, Talent/Performance Management, Talent Acquisition Strategies, Succession Planning, Business Development, Marketing, Operations, Succession Planning, Mergers & Acquisition and Assimilation, and technology procurement and upgrades. Local, International and Global support including tailored Engagement Plans for each region. Experience building talent acquisition strategies and retention plans, intern programs, event planning, training platforms and classes, IT and HRIS system implementation.
Timothy Bolton has over 20 years of experience in human resources leadership. He has held roles such as Vice President of HR for large multi-national companies. Bolton has expertise in areas such as compensation, benefits, recruitment, mergers and acquisitions, and HR systems. He currently works as a senior partner for a consulting firm providing HR solutions and services.
The document provides a summary of an experienced human resources professional with over 15 years of experience in recruiting, retention, and compliance. She has held various HR leadership roles at organizations in the energy, biotech, and pharmaceutical industries. She is seeking a new contract, full-time, virtual or remote recruiting role utilizing her expertise in talent acquisition, applicant tracking systems, compliance, and sourcing passive candidates through social media and Boolean searches.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
R. Varadharajan has over 22 years of experience in human resources. He is currently the Deputy General Manager of HR at RNTBCI in Chennai, India, where he manages a team of 18 professionals. Prior to this, he held Associate Director roles at iGATE and senior management roles at Satyam Computers and CSC India. He has extensive experience in recruitment, performance management, and developing HR strategies.
Elin Porter is a human resources professional with over 20 years of experience in various industries. She holds an SPHR certification and bachelor's degree in organizational communication and human resource management. Her experience includes strategic planning, organizational development, performance management, training, employee relations, policy development, benefits administration, and general HR management. She has worked in both union and non-union environments for companies of various sizes. Her experience also includes consulting work where she provided HR support, audits, investigations and other services.
The document discusses the role of strategic management in various aspects of human resource management such as HR planning, staffing, training and development, and performance appraisal. It explains how aligning HR strategies and activities with the business strategy of an organization can help achieve competitive advantage. Examples are provided of how companies like Infosys and Philips integrate strategic management principles into their HR processes.
Changing Role Of Human Resource ManagementMADAN PANDIA
The document discusses the evolving roles and responsibilities of HR professionals. It outlines key areas such as internal processes, employee engagement, supporting business needs, and customer satisfaction. It also notes the changing dynamics in companies and the need for HR to take on more strategic roles. Some emerging roles for HR professionals mentioned are human capital developer, functional expert, employee advocate, and strategic partner.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
In depth presentation of the role analysis of the Chief HR Officer in a Telecoms company. In the technology-first telecom sector, HR often takes a back seat. My presentation tries to give the Chief HR officer his due place in the org chart.
This document discusses the changing role of HR from an operational, administrative function to a more strategic partner focused on supporting business needs through competent workforce development, customer satisfaction, employee engagement, and metrics review. It notes changes in the internal and external environment requiring HR to shift from reactive and short-term activities to proactive, consultative solutions. Emerging roles for HR professionals include human capital developer, employee advocate, strategic partner, and functional expert to fulfill this new strategic mandate.
HRM aims to bring people and organizations together to meet each other's goals. The role of the HR manager is shifting from protector and screener to planner and change agent. The major purpose of HRM is to increase employee contribution to organizations in ethical, social, and responsible ways. Globalization creates a borderless economy allowing the movement of finance, products, services, information, and people. Drivers of globalization include technology, competition, customer demands, organizational structures, and supply chains. Strategic HRM aligns HR strategies and practices with organizational goals to gain a competitive advantage through developing capabilities like innovation, knowledge management, and a diverse workforce.
This document provides an overview of a training program on human resources management and administration. The training will cover topics such as assessing competencies, demonstrating value from HR, talent management, performance management, and developing an HR action plan. It includes definitions of HR terms, models for strategic HR, group activities to evaluate an organization's HR function, and developing strategies for attracting, retaining and motivating top talent.
An experienced HR leader focused on individual and organization development. Viewing issues and opportunities systemically to drive meaningful and lasting change.
This document outlines the business plans and objectives of a sugar corporation in Ethiopia. It details the corporation's goals of:
- Producing over 2 million tons of sugar and ethanol by the end of its growth period
- Expanding sugar factories and building new ones to increase production capacity
- Increasing sugar cane yields and exports
- Providing training to over 21,000 employees
- Creating over 162,000 jobs
It also outlines the corporation's vision to create a sustainable and competitive sugar industry, and its mission to satisfy national sugar demand, support energy supply through ethanol production, and create economic opportunities. The document discusses aligning HR strategies and processes to achieve these strategic business goals and objectives.
This document provides a summary of Fred P. Lange's professional experience in human resources. It outlines his experience leading HR functions and consulting for various companies. Some key points include that he has over 25 years of experience in strategic HR leadership and consulting. He has helped numerous companies in areas such as talent management, leadership development, change management, and HR best practices. He has also published articles and resources to help other HR professionals.
This document outlines a human resource management plan for Motors and More, Inc. It includes sections on the company background, HR strategic plan, staffing strategy, total rewards strategy, training and development strategy, performance management strategy, and HRIS. The company is experiencing rapid growth and will need to expand its workforce significantly and develop its first HR department. The HR strategic plan focuses on developing the HR department, recruiting and retaining a more diverse workforce, and integrating HR concepts throughout the company.
Sabrina Bates is a strategic HR executive with over 25 years of experience leading HR organizations. She has a track record of aligning HR strategies with business objectives to build high-performing teams. Bates has held various HR leadership roles with increasing responsibility at companies such as Gardner Denver and Aker Kvaerner, where she developed talent, improved culture and engagement, and successfully managed acquisitions and restructurings. She now owns her own HR consulting firm, providing strategic counsel to clients.
Sintrel P. Dass is a senior human resources professional with over 20 years of experience in the federal government. He has expertise in areas such as human resources management, training and development, organizational development, and project management. Currently he is seeking a new opportunity to apply his skills and experience supporting human resources initiatives.
Vikram Babu is an accomplished HR professional with over 8 years of experience managing HR functions across diverse sectors. He has significant experience working with reputed MNCs like Aditya Birla Minacs Worldwide Limited and other private companies. Currently he is seeking a senior managerial opportunity to utilize his proven people-oriented skills and develop a positive work environment. He has expertise in strategic HR planning, policy standardization, talent acquisition, performance management, and statutory compliance.
The document contains 3 brief sports news stories: 1) An England rugby player is delighted to be playing in the Six Nations after suffering an injury last year. 2) A horse racing trainer won a race on Thursday but won't commit to entering the horse in the Dubai World Cup. 3) The 16-time world darts champion Phil Taylor is surprisingly considered one of the best athletes ever in his sport.
El documento presenta un mapa temático general de la asignatura Teoría de las Organizaciones II. El mapa contiene 9 unidades temáticas principales que comprenden desde el surgimiento de la teoría organizacional contemporánea hasta conceptos como la administración por objetivos, el benchmarking, el empoderamiento, la calidad total, la gestión del conocimiento, el pensamiento complejo y la prospectiva.
The document provides a summary of an experienced human resources professional with over 15 years of experience in recruiting, retention, and compliance. She has held various HR leadership roles at organizations in the energy, biotech, and pharmaceutical industries. She is seeking a new contract, full-time, virtual or remote recruiting role utilizing her expertise in talent acquisition, applicant tracking systems, compliance, and sourcing passive candidates through social media and Boolean searches.
The HR Plan for 2012-2016 aims to:
1) Develop a high performance culture by playing to win and driving world class performance.
2) Offer an attractive employee value proposition to attract, excite, and retain top talent.
3) Implement robust processes to drive product and service leadership.
R. Varadharajan has over 22 years of experience in human resources. He is currently the Deputy General Manager of HR at RNTBCI in Chennai, India, where he manages a team of 18 professionals. Prior to this, he held Associate Director roles at iGATE and senior management roles at Satyam Computers and CSC India. He has extensive experience in recruitment, performance management, and developing HR strategies.
Elin Porter is a human resources professional with over 20 years of experience in various industries. She holds an SPHR certification and bachelor's degree in organizational communication and human resource management. Her experience includes strategic planning, organizational development, performance management, training, employee relations, policy development, benefits administration, and general HR management. She has worked in both union and non-union environments for companies of various sizes. Her experience also includes consulting work where she provided HR support, audits, investigations and other services.
The document discusses the role of strategic management in various aspects of human resource management such as HR planning, staffing, training and development, and performance appraisal. It explains how aligning HR strategies and activities with the business strategy of an organization can help achieve competitive advantage. Examples are provided of how companies like Infosys and Philips integrate strategic management principles into their HR processes.
Changing Role Of Human Resource ManagementMADAN PANDIA
The document discusses the evolving roles and responsibilities of HR professionals. It outlines key areas such as internal processes, employee engagement, supporting business needs, and customer satisfaction. It also notes the changing dynamics in companies and the need for HR to take on more strategic roles. Some emerging roles for HR professionals mentioned are human capital developer, functional expert, employee advocate, and strategic partner.
Presented at the Montana Hospital Association's Spring 2009 Conference.
See more at: http://www.integratedhealthcarestrategies.com/knowledgecenter.aspx.
In depth presentation of the role analysis of the Chief HR Officer in a Telecoms company. In the technology-first telecom sector, HR often takes a back seat. My presentation tries to give the Chief HR officer his due place in the org chart.
This document discusses the changing role of HR from an operational, administrative function to a more strategic partner focused on supporting business needs through competent workforce development, customer satisfaction, employee engagement, and metrics review. It notes changes in the internal and external environment requiring HR to shift from reactive and short-term activities to proactive, consultative solutions. Emerging roles for HR professionals include human capital developer, employee advocate, strategic partner, and functional expert to fulfill this new strategic mandate.
HRM aims to bring people and organizations together to meet each other's goals. The role of the HR manager is shifting from protector and screener to planner and change agent. The major purpose of HRM is to increase employee contribution to organizations in ethical, social, and responsible ways. Globalization creates a borderless economy allowing the movement of finance, products, services, information, and people. Drivers of globalization include technology, competition, customer demands, organizational structures, and supply chains. Strategic HRM aligns HR strategies and practices with organizational goals to gain a competitive advantage through developing capabilities like innovation, knowledge management, and a diverse workforce.
This document provides an overview of a training program on human resources management and administration. The training will cover topics such as assessing competencies, demonstrating value from HR, talent management, performance management, and developing an HR action plan. It includes definitions of HR terms, models for strategic HR, group activities to evaluate an organization's HR function, and developing strategies for attracting, retaining and motivating top talent.
An experienced HR leader focused on individual and organization development. Viewing issues and opportunities systemically to drive meaningful and lasting change.
This document outlines the business plans and objectives of a sugar corporation in Ethiopia. It details the corporation's goals of:
- Producing over 2 million tons of sugar and ethanol by the end of its growth period
- Expanding sugar factories and building new ones to increase production capacity
- Increasing sugar cane yields and exports
- Providing training to over 21,000 employees
- Creating over 162,000 jobs
It also outlines the corporation's vision to create a sustainable and competitive sugar industry, and its mission to satisfy national sugar demand, support energy supply through ethanol production, and create economic opportunities. The document discusses aligning HR strategies and processes to achieve these strategic business goals and objectives.
This document provides a summary of Fred P. Lange's professional experience in human resources. It outlines his experience leading HR functions and consulting for various companies. Some key points include that he has over 25 years of experience in strategic HR leadership and consulting. He has helped numerous companies in areas such as talent management, leadership development, change management, and HR best practices. He has also published articles and resources to help other HR professionals.
This document outlines a human resource management plan for Motors and More, Inc. It includes sections on the company background, HR strategic plan, staffing strategy, total rewards strategy, training and development strategy, performance management strategy, and HRIS. The company is experiencing rapid growth and will need to expand its workforce significantly and develop its first HR department. The HR strategic plan focuses on developing the HR department, recruiting and retaining a more diverse workforce, and integrating HR concepts throughout the company.
Sabrina Bates is a strategic HR executive with over 25 years of experience leading HR organizations. She has a track record of aligning HR strategies with business objectives to build high-performing teams. Bates has held various HR leadership roles with increasing responsibility at companies such as Gardner Denver and Aker Kvaerner, where she developed talent, improved culture and engagement, and successfully managed acquisitions and restructurings. She now owns her own HR consulting firm, providing strategic counsel to clients.
Sintrel P. Dass is a senior human resources professional with over 20 years of experience in the federal government. He has expertise in areas such as human resources management, training and development, organizational development, and project management. Currently he is seeking a new opportunity to apply his skills and experience supporting human resources initiatives.
Vikram Babu is an accomplished HR professional with over 8 years of experience managing HR functions across diverse sectors. He has significant experience working with reputed MNCs like Aditya Birla Minacs Worldwide Limited and other private companies. Currently he is seeking a senior managerial opportunity to utilize his proven people-oriented skills and develop a positive work environment. He has expertise in strategic HR planning, policy standardization, talent acquisition, performance management, and statutory compliance.
The document contains 3 brief sports news stories: 1) An England rugby player is delighted to be playing in the Six Nations after suffering an injury last year. 2) A horse racing trainer won a race on Thursday but won't commit to entering the horse in the Dubai World Cup. 3) The 16-time world darts champion Phil Taylor is surprisingly considered one of the best athletes ever in his sport.
El documento presenta un mapa temático general de la asignatura Teoría de las Organizaciones II. El mapa contiene 9 unidades temáticas principales que comprenden desde el surgimiento de la teoría organizacional contemporánea hasta conceptos como la administración por objetivos, el benchmarking, el empoderamiento, la calidad total, la gestión del conocimiento, el pensamiento complejo y la prospectiva.
Las acciones rutinarias se basan en la tradición y definiciones oficiales en lugar de cuestionar sus objetivos. Los profesores organizan el contenido en estructuras que facilitan la acción profesional y desarrollan el conocimiento a través de la experiencia. Sus estructuras de conocimiento contienen conceptos y guiones que guían las respuestas a situaciones típicas, aunque a veces pueden adaptarse a nueva información.
Svetlana Romashina is a Russian synchronized swimmer who has won numerous gold medals in international competitions. She won gold in the team event at the 2008 and 2012 Olympics and gold in the duet event at the 2012 Olympics. Svetlana was also a winner at the 2013 World University Summer Games in Kazan, Russia. She has been decorated with the Order of Friendship and aims to be the best by winning gold medals as demonstrated by her impressive competitive resume.
El documento describe 13 aspectos de la sociedad que están influyendo en la escuela, incluyendo un individualismo y competitividad exacerbados, un enfoque en la eficacia por encima de todo, el relativismo moral, la privatización de bienes y servicios, y la presión de los medios de comunicación y las leyes del mercado.
A 2-day dental camp was organized at Sri Guru Harkrishan Public School in Bangalore on September 19-20. Doctors from M S Ramaiah Dental College & Hospital conducted checkups and treatments for 500 students in 2 fully equipped mobile dental vans. The camp aimed to promote early detection and preventive oral healthcare, especially for children. Project costs totaled INR 5000 and mementos were given to attending doctors.
El documento resume las actividades realizadas por un estudiante en la primera unidad de su clase de electrónica. Realizó varias prácticas en Word donde insertó bordes, comentarios, títulos en Word Art y formato de texto. También hizo tablas en Excel con fórmulas para calcular promedios y determinar diplomas basado en los resultados. En general, el documento proporciona una lista de las tareas completadas en la unidad para aplicar diferentes funciones de Word y Excel.
Vika Timofeeva from Belgorod, Russia presents a biography of Svetlana Khorkina, a famous Russian gymnast. Khorkina was born in 1979, became a three-time European champion and double Olympic champion, and opened a sports center in her town where the presenter trained in gymnastics.
El documento proporciona información sobre el registro para el 1er. Foro Multidisciplinario de Investigación 2013 que se llevará a cabo del 18 al 20 de septiembre en Tuxtepec, Oaxaca. Incluye un formato de registro para estudiantes y profesores que solicita datos personales como nombre, adscripción, contacto y datos fiscales. También proporciona la dirección de correo electrónico a donde enviar el formato de registro y comprobante de pago.
Green Day es una banda estadounidense de punk rock formada en 1989 en Berkeley, California por Billie Joe Armstrong, Mike Dirnt y Tré Cool. Fueron pioneros de la segunda ola del punk en los años 90 con su álbum Dookie de 1994. Actualmente la banda está compuesta por los miembros originales Billie Joe, Mike y Tré, junto con miembros de apoyo Jason White y Jason Freese.
The article profiles US women's national soccer star Alex Morgan and her passion for promoting women's soccer globally. It discusses her prolific scoring record for the US team and Olympic success. Morgan aims to help growing the women's game in countries where opportunities for women are limited after she retires from playing. She is interested in promoting women's soccer in the UAE and hopes to visit in the coming years.
The document summarizes an individual's learning style assessment results, which indicate they are primarily an auditory learner (55%). As an auditory learner, they learn best by hearing and listening, and understand and remember things they have heard. Some tips for auditory learners include sitting where they can hear, having their hearing checked regularly, using flashcards and reading materials aloud, and having test questions read to them.
Greetings from Virtue Insight,
I am happy to invite you and your colleagues to be a sponsor/ delegate for our upcoming “9th Pharmacovigilance 2015” The conference will Be held on 2nd September 2015, Kohinoor Continental Hotel, Mumbai, India. Please find the detailed agenda for the same with this email.
FMD:- + 91 9171350244 or deepak@virtueinsight.co.in, deepakrajvirtueinsight@gmail.com
This document summarizes techniques for online particle sizing, especially for wet processes and nanoparticles. It discusses common sizing methods, challenges of online sizing like high concentration and morphology, and advances to address these difficulties. These include modeling approaches to account for multiple scattering, techniques to suppress scattering effects, and the use of chemometrics to model sizing results and process parameters from instrument data. Wet media milling for nanoparticle production is also briefly reviewed, outlining variables that influence particle size and strategies for efficient milling.
SISTEMA DE INFORMACION DE APOYO AL AREA ADMINISTRATIVA EN LA DISTRIBUIDORA EL...Luis Gonzalez
Este documento resume un proyecto de investigación que propone el diseño e implementación de un sistema de información de apoyo al área administrativa de la Distribuidora El Caujaro. Actualmente, la distribuidora tiene problemas en el manejo de los clientes a crédito debido a que los registros son manuales. El proyecto analiza la situación actual, determina los requerimientos para un nuevo sistema, y diseña tanto un sistema manual como uno automatizado para mejorar los procesos administrativos relacionados con los clientes a crédito. Se recomienda al dueño de
Este documento describe diferentes tipos de muestreo no probabilístico, incluyendo muestreo causal o accidental, muestreo intencional u opinático, muestreo por cuotas, y muestreo de bola de nieve. Explica que en el muestreo no probabilístico se desconoce la probabilidad de que los elementos de la población se incluyan en la muestra, a diferencia del muestreo probabilístico donde todas las unidades tienen la misma probabilidad de participar.
Jack Wiggans is an experienced human resources executive with over 30 years of experience leading HR functions in companies ranging from $40 million to $5 billion in revenue. He has expertise in areas such as organizational development, talent management, mergers and acquisitions, and union avoidance. Most recently, he served as Chief Talent Officer and VP of HR for Quickoffice, Inc., where he established HR processes and helped position the company for an IPO or acquisition.
Richard Stewart is a human resource professional with over 20 years of experience in various HR roles. He has expertise in strategic HR initiatives, leadership development, talent management, and developing HR business partnerships. Currently he is the Executive Director of Non-Gaming Operations at Cypress Bayou Casino, where he oversees several departments and has improved workforce planning, compensation, and implemented an HRIS system. He holds an MBA and is a candidate for a PhD in Human Capital Development.
Timothy Bolton is a human resources executive with over 30 years of experience. He has expertise in areas such as compensation, benefits, recruitment, mergers and acquisitions, and HR systems. Bolton has worked for large multi-national companies, leading HR organizations with budgets up to $15 million. Currently, he is a senior partner at a consulting firm focused on creating customized HR solutions for clients.
Patricia Ryan is an experienced human resources management leader with over 30 years of experience in aerospace, manufacturing, banking, and consulting industries. She has held senior HR roles at YMCA of Greater Charlotte, Bank of America, AlliedSignal/Honeywell International, GE Aerospace, and currently works as an independent HR consultant. Ryan has a demonstrated record of transitioning HR teams from compliance to business partners, developing talent acquisition strategies, and managing large-scale mergers and acquisitions.
Steve Boettcher: HR and Integrated Talent ManagementSteve Boettcher
Steve Boettcher's career resume lays out his most significant accomplishments in HR, organization effectiveness, culture change, and talent management. Also, you will learn about the company's to which Steve has provided service.
Todd Bruhn is a results-driven human resources leader with over 20 years of experience in strategic HR roles. He has a proven track record of developing succession planning programs, implementing talent acquisition strategies, and driving organizational performance. Bruhn partners with executive teams to formulate HR strategies, lead change initiatives, and deliver business results.
The document is a resume for John Ponzuric Jr., an experienced human resources professional. Over 10 years of experience leading HR teams across varied industries. Skilled at developing staff, maximizing performance, and optimizing procedures. Known for identifying innovative solutions that positively impact culture and resolving labor issues. Provides strategic planning and creative problem-solving.
Rusty Roof has over 12 years of experience in human resources, including business partnering, recruiting, policy creation, and employee relations. He is currently the Director of Human Resources at The Longaberger Company, where he has reduced benefits costs by over $400,000 and workers' compensation claims by over $645,000. Previously he was an HR Manager, Recruiting Supervisor, and Associate Recruiter, focusing on talent management, process improvement, and developing internship programs.
Director, human resources (best) CV templateMina Gergis
Laura Hope has over 24 years of experience in human resources, including developing international HR departments from scratch. She holds an Executive MBA in International Management and an MS in HR Management. Her experience includes managing HR for organizations with up to 3,000 employees, developing executive training programs, and recruiting senior management internationally. She has expertise in all areas of HR from benefits to training and development.
The document provides a resume for Chad I. Thompson, who has over 25 years of experience in human resources management, most recently working as a strategic organizational capability advisor for an Indonesia upstream business unit. Thompson has extensive international experience working in over 60 countries across various industries, and seeks a senior executive position leveraging his track record of delivering results through people strategies. The resume details Thompson's work history, qualifications, and areas of expertise in human resources.
Craig Wiemer has over 20 years of experience in human resources management, most recently at Computer Sciences Corporation (CSC). He has expertise in areas such as compensation, talent acquisition, performance management, and developing high-performance teams. Wiemer established a global center of excellence to process incentive payments for 1,700 sales employees across 40 countries. He has also successfully led human resources initiatives during mergers and acquisitions as well as workforce reductions. In his spare time, Wiemer enjoys participating in endurance sports like marathons and cycling.
Liesl E. Malone has over 15 years of experience in human resources, project management, change management, and business analytics. She has a demonstrated track record of successfully leading organizational changes and driving initiatives to build high-performing workforces. Her experience spans multiple industries and includes roles managing HR operations and transforming HR functions to strategic business partners.
The document discusses the future of human resource management (HRM). It notes that HRM roles are shifting from local to global operations and from manufacturing to knowledge work. New challenges for HRM include attracting and retaining talent, improving organizational capabilities, and developing leadership skills. The future of HRM may see it replacing social welfare systems by providing total employee care so they can focus on performance. New criteria for evaluating HRM include profit per employee and costs related to injuries and disputes. HRM roles are also becoming more distributed and diffuse, involving relationship management and knowledge work instead of traditional personnel administration.
The document is a resume for Shannon D. Carreon that summarizes her experience and qualifications. She has over 25 years of experience in human resources leadership roles with various companies. Her experience includes leading HR functions during mergers and acquisitions, implementing HR systems, developing training programs, and managing employee relations. She holds a Professional in Human Resources certification and is a member of the Society for Human Resource Management.
Kerri Ambrosi has over 19 years of experience in human resources, focusing on aligning HR functions to drive business performance. She has held HR leadership roles at various companies, implementing initiatives to improve processes, reduce costs, and support business goals. Her experience spans talent acquisition, compensation, employee development, and regulatory compliance across organizations with up to 1,675 employees.
Human Resources Professional with demonstrated success in contributing to the overall health of business through Human Capital Management. Project Manager on numerous HR business process improvement initiatives including Talent Acquisition, Talent Management, Succession Planning, Mergers, Acquisitions, Organizational Restructure and Business Divestment. Seeking new career opportunity in Charlotte, NC, Fort Mill, SC and surrounding areas.
Kevin Gorham is a human resources executive with over 25 years of experience in strategic HR leadership roles. He has held senior HR positions at several large companies, including Avnet and Rogers Corporation, where he developed talent management strategies, led organizational changes, and improved employee engagement, retention and performance. Currently, Gorham works as an executive career coach helping professionals with their job searches.
Chuck Bosma has over 25 years of experience in human resources and retail management. He has expertise in areas such as recruitment, training, employee relations, and change management. Bosma holds a human resources certificate and PHR designation. He is passionate about developing talent and building positive work environments.
Rishikesh Shinde is seeking a senior level human resources role in the automobile sector. He has over 10 years of experience in strategic human resources management, including talent acquisition, performance management, compensation and benefits, employee engagement, and industrial relations. His experience includes formulating HR policies and implementing change management strategies at large organizations. He is proficient in all aspects of HR from recruitment to employee development.
Experienced Human Resource professional with strong leadership and relationship-building skills. Promote a team-oriented and open-door environment that is conducive to a successful staff. Offering seventeen years of experience and knowledge in training, conflict management, team building.
Effectively manage project tasks requiring interaction with multiple departments. Resolve employee issues in a
professional manner.
1.
JACINTO ESCORIZA
C: 407-334-4882 jescoriza1@msn.com
SUMMARY PROFILE
Senior International Human Resources Leader, with extensive experience managing large HR organizations
at Fortune 500 multinational companies. Demonstrated expertise in driving HR strategies to contribute at both
the strategic and operational level. Ability to set HR functional agenda, influencing management and
managing resources for enabling the organizations on their growth, promoting business partnership and
Talent Management Imperatives.
PROFESSIONAL EXPERIENCE
FISERV INC., Large Bank Solutions International, Lake Mary, FL 2005 - 2011
Senior Vice President, Global Human Resources
Led direction and strategic partnership for the International Division of Fiserv impacting key geographies in
Asia, Europe and Latin America, 2,200 employees - sixteen countries; contributing with the International
Division President and core member of Executive Committee for $700M revenue portfolio business (Soft
Ware licenses, Out-sourcing and Professional Services).
• Developed people strategy aligned with business objectives, annual operating and long range plans
via four HR imperatives: Performance Culture Focused on Growth, World Class Talent, Growth
Enabled Organization and The Best Work Environment; improving People Indicators as of Headcount
ROI, Retention on Key Top 60 roles and Organization Engagement on 12% and 2-3 deep succession
plans for 50 strategic roles.
• Restructured HR globally, improving efficiencies and setting international HR strategic and operating
guidelines; setting four hubs around the world and aligned HR core processes.
• Leveraged organizational capabilities and talent upgrade across the organization, including talent
assessment and staffing model (resources utilization-transferring to low cost countries) improving
Pro-Non Pro mix in 50% for Managerial Levels and reducing People Cost on 4% Compounded Annual
Growth Rate (CAGR).
• Provided strategic framework for competencies model and developed the Fiserv Large Bank
University, including Leadership Development; these efforts put in place the Career Growth Model and
aligned Performance Appraisal across the world.
• Directed standardization and harmonization on compensation and benefit strategies and practices for
the International Division including mobility from different continents; providing guidelines for merit,
promotions and setting leveling/banding structure by country.
PEPSICO INTERNATIONAL
1985 - 2005
Sabritas
VP Human Resources and Chief People Officer, Mexico & Central America, Mexico City (2000-2005)
HR Leader/ Strategic Partner and member of the International Senior HR Leadership Team supporting a Top
Management for a $2.1B revenue business with 26,000 employees, six countries, 11 manufacturing plants
and 200+Distribution Centers.
• Developed HR Strategy linked with business growth priorities based on AOP’s (annual) and Strategic
Plans (five years horizon) centered on HR Business Operating Model and HR Strategic Platforms.
These strategies impacted the transformation of the organization from one single business unit to five
different successful businesses: Salty, Candies, Beverages, Fast Food and Gatorade.
• Delivered strategic change management process to provide direction to HR and management
consistent with the BU's transformation model. Enabled HR strategies promoting engagement,
productivity and performance culture resulting in one enterprise approach after hand-held
implementation in alliance with the sales function incorporating new technology for 13,000 sales force
population across the region; this process was done in three years and investment of $550M.
2. JACINTO ESCORIZA Page 2
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VP Human Resources and Chief People Officer (continued)
• Expanded on-line HR self-services and centralizing transactional service center capabilities; improving
efficiencies and platform for the new Shared Services Organization.
• Provided strategic leadership of the business’s HR function and advice and counsel to the CEO and other
key officers regarding HR management, executive selection, executive compensation, organizational
development, and other talent-related issues. Implemented BU and HR Balance Scorecard, which
provided a base for monitoring business results and platform for all quarterly staff meetings.
• Managed Sabritas University, Center of Excellence for Latin America on Training & Development.
Frito Lay International, Latin America Region
Vice President, Human Resources, South Cone, Dallas, TX (1998-2000)
Human Resource Leader for the South Cone Cluster consisting of Brazil, Argentina, Uruguay and Chile, five
manufacturing plants and 100+ Distribution Centers which supported leadership team across the region for
6,000 employees organization and business revenues of $750M.
• Implemented corporate HR core processes - Compensation, Staffing, Performance Management,
Talent Management and HRIS; which created alignment in five months across the region after the
merger and acquisition of the new company.
• Led scale synergies on HR strategies and best practices sharing approach across the region,
ensuring harmonization on People Planning, Succession Planning Process, and bringing cost
reduction via headcount allocation and people cost impact in 12%.
Frito Lay International, Latin America Region
HR Director, Andean Region, Dallas, TX (1997-1998)
HR Leader for Andean Region, coordinated HR strategies for Peru, Ecuador, Colombia and Venezuela after
its acquisition and integrated the business to the organization and the “PepsiCo Way” based on its leadership
imperatives. Cluster with 3,000 employees, five manufacturing plants, 50+ Distribution Centers and $300M of
revenues.
• Managed organizational capabilities solutions as part of an Organization Structure analysis,
People Planning Process and key elemental tools (HR BSC, 360, Employee Opinion Survey and
Performance Review) for the fast track integration with the Corporation. This was the faster integration
within PepsiCo with only three months and creating the hub of the region in Caracas, Venezuela.
PepsiCo Foods & Beverages International
Human Resource Director, Headquarters, New York, NY & Dallas, TX (1995-1997)
HR Leader for International Division, leading core HR programs and key initiatives as a point corporate HR
leader, delivering global staffing process and compensation strategies across the globe as well as providing
HR leadership for mergers and acquisitions.
• Latin America: Due diligence and full integration of two new acquisitions in South America 4,000
employees and $300M gross sales.
• Europe: Labor Relations Model implemented in the South European Region, Spain, Portugal, Greece
and Italy.
• Asia: HR Leader for the joint venture integration in Seoul, Korea. Implemented HR operating model.
• HQ: Delivered partnership with 3 Global Executive Search firms worldwide.
Grupo Gamesa
Human Resources Director, Manufacturing, Monterrey, Mexico (1992-1995)
Transferred from PepsiCo core business to this new acquisition in the Mexican market. Assumed leadership
of HR function, 100+ employees, for the Operations & Logistics organization, 8,000 employees in 10
manufacturing plants.
• Assessed and redesigned the HR function to align with new business strategy and contributing on the
business turnaround in three years from $70M loss to $300M sales revenue.
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Grupo Gamesa
Human Resources Director, Manufacturing (continued)
• Introduced HR core processes from the corporation transmitting PepsiCo philosophy and setting HR
operating standards; these processes created a platform of solid employee engagement for three
consecutive years as a result of the organization health survey.
• Managed change management, labor relations, staffing, performance review and compensation in
order to drive cultural change; eliminated 50% of active unions, implementation of the “Talent Factory”
initiative and variable compensation for hourly population.
• Managed a major restructuring with emphasis on risk management, cost reduction and talent retention
which eliminated 4,000 positions during the first two years and retained 95% of key management roles.
Sabritas
Human Resource Director, North Zone, Monterrey, Mexico (1989-1992)
Compensation & Benefits Manager, Mexico City (1988-1989)
HR Manager, Mexico City (1985-1988)
ADDITIONAL EXPERIENCE
RASSINI RHEEM INTERNATIONAL, Mexico City
Labor Relations Corporate Manager
GENERAL MOTORS, Mexico City
HR Supervisor-Operations
EDUCATION
Master Personnel Management, ESADE, Barcelona, Spain, not completed
Industrial Relations Degree, Iberoamericana University, Mexico City