Mitzi Arocho has over 20 years of experience in human resources and finance. She currently serves as Human Resources Director for First Hospital Parnamericano in Cidra, Puerto Rico, where she manages HR functions for over 400 employees across multiple locations. Previously, she held HR leadership roles at several large companies, developing HR strategies and managing teams. She has a master's degree in human resources and several certifications in areas like coaching, leadership training, and emergency response.

1. MITZI AROCHO
Urb. Sabanera #71 Calle Los Yagrumos  Cidra, PR 00739  (941) 725-7270  mitzi.arocho@gmail.com
EXECUTIVE SUMMARY
Human Resources and Finance Executive with over 20 years of comprehensive human resources and finance
experience including recruiting and hiring practices, retention approaches, legal compliance issues, conflict
resolution and negotiations, managerial support, labor relations, budget, expenses and benefits administration.
Proven experience collaborating with senior management to conduct Human Resources strategic planning in
order to support and further company goals. Lead transformation of company perception of bureaucratic HR
functions to valueadded service.
HR SKILLS
LaborLaw
FMLA/ADA/EEO
Mediation & Advocacy
Training & Development
Recruitment & Retention
EmployeeRelations/ Communications
Compensation/ Benefits Administration
HR Program/ProjectManagement
PerformanceManagement
Organizational Development
Policies and Procedures Design and
Administration
PROFESSIONAL EXPERIENCE
FIRST HOSPITAL PARNAMERICANO, UHS- CIDRA, PR (MANAGE A HEADCOUNT OF MORE THAN 400
EMPLOYEES IN 10 LOCATIONS IN PR, 3 HOSPITALS AND 7 PARTIAL UNITS)
Human Resources Director, 2014 to Present
Administers facility policies and procedures governing personnel and complies with appropriate state, federal and
licensing requirements to enhance and maximize the utilization of all human resources. The Human Resources Director
serves as a strategic member of the Senior Management team. The HRD is responsible for ensuring Human Resource
support to the facility inall functional areas andserves as a resource and consultantto the facility management.
KEY RESULTS:
 Recognizes, rewards and retains employees as evidenced by developing, administering, and maintaining positive
employee communications and programs and maintaining availability to employees requiring job related guidance or
counseling.
 Maintains employee performance appraisal system as evidence by maintaining accurate and timely information relating
to staff performance appraisals, acting as a liaison between administration and supervisory personnel regarding
performance of employees, and following up as required toensure timely completion of performance appraisals.
 Disciplines and terminates employees appropriately as evidenced by recommending appropriate procedures for
arbitration and mediation of disputes or grievances between employees or employees and supervisors, assisting in
determination and verification of disciplinary problems and recommending corrective action in compliance with policy,
working cooperatively with Administrator and managers to ensure terminations are administered properly, conducting
exit interviews with terminating employees, forwarding termination documents to payroll and corporate benefit office,
and responding appropriately to unemployment insurance claims and/or attending unemployment hearings.
 Maintains daily responsibilities as evidenced by employing staff, maintaining background investigation program,
maintaining Drug Free Work Environment program, administering benefits, maintaining continuing education/tuition
assistance, managing Workers Compensation Program, assisting with timekeeping and payroll, maintaining records and
reports, and ensuring legal compliance.
 Supervises Human Resources staff as evidenced by scheduling staff appropriately to provide services, approving time
cards; monitoring attendance including sick days and paid annual leave, evaluating employee performance, and
providing regular supervision.

2.  Assists in developing, implementing and maintaining goals, objectives, policies, procedures, programs and projects as
evidenced by representing Human Resources perspective on special projects; developing action plan for completion of
human resources tasks on special projects, completing human tasks as necessary for project, fulfilling human resources
components necessary to meet accreditation/licensing standards,and providing support untilproject is complete.
 Familiarizes self to mission and vision, and supports philosophy, goals and objectives of the Organization and designated
department by attending annual orientation, staff meetings, regularly scheduled in-services, professional workshops,
seminars and meetings.
 Complies with Organization and department policies and procedures as evidenced by no problems/deficiencies
documented on supervision logs and/or Performance Improvement Plan.
 Contributes to the well being of guests by serving as a positive role model and demonstrating professional and caring
attitudes and behaviors toward co-workers,clients and guests.
 Plans, coordinates and carries out activities relating to all aspects of the hospital's personnelfunctions.
 Must have good verbal and written communication skills in order to communicate in a clean and concise manner with
employees, residents, the generalpublic, physicians and administrative personnel.
 Possess analytical ability to interpret and analyze personnel and payroll statistics.
 Plans, direct, implement and evaluate personnelpolicies and make necessary adjustments.
 Maintains an extremely high degree of confidentiality with all information that is made available through the Personnel
Department.
UNIVERSAL MANAGERS INC., NORTH AMERICA OPERATIONS- SARASOTA, FL (MANAGED A
HEADCOUNT OF MORE TH AN 400 EMPLOYEES IN 21 STATES, 4 OFFI CES)
Human Resources Director, 2010 to April 2014
Designs, plans, and implements human resources programs and policies for staffing, compensation, benefits, employee
relations, employee training and development in the North America offices. Responsible for educating and training
company employees on the best ways to lead their teams and steer the company toward its overall goals. Acts as a liaison
between North Americaexecutives and employees andthe Corporate HumanResources Department inPR.
KEY RESULTS:
 Perform complex employee related duties, including dealing with turnover, refereeing disputes, and administering
disciplinary procedures. Supports supervisors in disciplinary process based on corporate guidelines.
 Ensures planning, monitoring, and appraisal of employee work results by training supervisors to coach and discipline
employees; scheduling management conferences with employees; hearing and resolving employee grievances;
counseling employees and supervisors.
 Provides guidelines and oversees management of Human Resources activities such as recruitment and retention, new
hire orientation, succession planning, performance review, benefits administration, training, employee relations and
salary administration.
 Effectively work with Leaders to identify opportunities to maximize business performance. Provides leadership and
consulting support to executives and management on matters of reinforcing culture, setting goals, developing policy,
and implementing strategic objectives.
 Oversees talent management, including staff training and leadership development, retention, recognition, employee
communication and career development. Assesses and evaluates training and staff development needs, and develops
programs to meet needs.
 Monitors, manages and delivers training for employees and supervisors; provides succession planning to management,
and assures the effectiveness of career path and retention programs to achieve business strategies.
 Develops and maintains performance management and appraisal programs. Provides assistance to employees and
supervisors with performance evaluation process.
 Oversees compensation and benefit programs, including job description and classification, salary structure and salary
adjustments. Oversees benefit plan communication, enrollment and administration. Assesses the competitiveness of
human resources programs and practices against the relevant markets and makes recommendations for improvements
 Ensures legal compliance by monitoring and implementing applicable human resource federal and state requirements;
conducting investigations; maintaining records.
 Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment, and
recommend needed changes. Investigates employee complaints and facilitates resolution; counsels employees in
accordance with company philosophy and objectives; resolves problems requiring senior management intervention.

3.  Analyze and modify compensation and benefits policies to establish competitive programs and ensure compliance with
legal requirements.
 Directs the administration of employee benefits programs; studying and assessing benefit needs and trends;
recommending benefit programs to management; obtaining and evaluating benefit contract bids; awarding benefit
contracts; supervising the design of educational initiatives on benefit programs.
 Oversees the implementation of Human Resources programs through Human Resources staff. Monitors administration
to established standards and procedures.Identifies opportunities for improvement and resolves any discrepancies.
 Oversees and manages the work of reporting Human Resources staff.Encourages the ongoing development of the
Human Resources staff. Manages department’s performance and productivity to ensure conformance to standards
established by Human Resources management; assures that Company’s standards of performance and productivity are
communicated to all employees; ensures that policies and procedures are administered and interpreted in a fair and
consistent manner.
 Develops and monitors an annualbudget that includes Human Resources services, employee activities and recognition
programs, training and development program.
 Conducts a continuing study of all Human Resources policies, programs, and practices to keep management informed of
newdevelopments.
 Establishes departmentalmeasurements that support the accomplishment of the company’s strategic goals. Analyzes
trends in turnover,hiring, promotions, separations and formal complaints to determine action needed to enhance
favorable and adjust unfavorable trends.
 Identify needs,analyze data,develop recommendations, and implement plans and projects that maximize employee
performance.
 Develops and administers programs, procedures, and guidelines to help align the workforce with the strategic goals of
the company.
BORSCHOW HEALTHCARE TECHNOLOGY LOGISTICS — GUAYNABO, PR (SUB SIDIA R Y OF
CA R DINA L HEA LTH) MANAGED A HEADCOUNT OF MORE THAN 500 EMPLOYEES
Human Resources Director, 2005 to 2010
Create and implement HR administrative role and transformed this role to a strategic business partner, including
workingwithseniormanagement to drivekey business andimplementperformanceinitiatives.
KEY RESULTS:
 Identify new opportunities where HR can add value to the business. Understand employee opinions and anticipate their
needs and concerns.
 Ensure that a strong leadership and coaching culture permeates in the organization, creating and conducting a
Leadership Program as mandatory training for supervisors, managers and executive level employees.
 Contribute to the business strategy by helping business leaders to identify, prioritize, and build organizational
capabilities, behaviors, structures, and processes.
Direct the human resources functions at 10 locations for over 500 employees. Structured and implemented programs
and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee
orientation. Manages payroll department including exempt,non-exempt and commissioned employees.
 Develop and maintain effective Employee Relations with employees, supervisors and managers. Work closely with
Supervisors and Managers toensure the consistent and fair resolution of employee relations issues.
 Ensures that all programs, training, compensation, resources and benefits are administered fairly and consistently.
 Manage and counsel employees concerning work-related problems and conduct termination interviews, providing
feedbackto management when appropriate.
 Guide the business unit leader to provide employees with development opportunities and ensure that they are able to
meet current and future performance standards.
 Develop and promote feedback mechanisms for employees to influence the continuous improvement of HR services and
processes. Fostered a teamwork/open-door environment conducive to positive dialogue across the organization.
 Implement different initiatives to identify company strengths and weakness, improved employee satisfaction and
engagement; resulting in turnover,overtime and absenteeism reduction.
 Create,lead and be active member of the Emergency Response Team. Direct the start up of the EHS Department.

4. PROFESSIONAL EXPERIENCE (CONTINUED)
AVENTIS PHARMACEUTICALS PUERTO RICO INC— MANATI, PR (FORMERLY RHONE
POULENC RORER) MANAGED A HEADCOUNT OF MORE THAN 500 EMPLOYEES
Sr. Human Resources Generalist 2000 to 2005 General Accounting Financial Analyst, 1998to 2000
Promoted to fulfill a broad range of HR functions, including recruiting and training employees, administering benefits,
overseeing disciplinary action and managing HR records. To coordinate health fairs, employee activities, promote
employeewellness andperformedexit interviews.
KEY RESULTS:
 Managed recruiting and new hire orientation process while adhering to legal requirements, enforcing policy and record
keeping, training facilitation, employee relations, payroll and benefits administration and employee safety for more
than 500 employees.
 Responsible for the implementation and maintain Company’s communication, recognition and scholarship programs.
 Actively participate in the deployment and subsequent maintenance of newcompany initiatives and strategic plans.
 Responsible of manage the attendance program and corrective action plan.
 Actively participate in the preparedness and analysis of Fiscal Year budget.
 Conduct analysis and audits of all employee related expenses.
 Analyze and reconciled bank, money market and investment accounts.
EDUCATION & CERTIFICATIONS
LIFE, CAREER & CORPORATE COACHING, INC.-CERTIFIED EXECUTIVE COACH
PHOENIX UNIVERSITY — GUAYNABO, PR.
MasterDegree inHumanResources (Magna Cum Laude)
INTERAMERICAN UNIVERSITY — ARECIBO, PR.
BachelorDegree in Business Administration, majorinAccounting
UNIVERSITY OF PR— ARECIBO, PR.
AssociateDegreein Communications (Cum Laude)
SKILLS:
ADP Workforce Now, SAP, Microsoft Office, Kronos, Novatime, JD Edwards, Abra, People Soft, Fully bilingual (English/
Spanish)
TRAININGS AND AFFILIATIONS:
Trainthe Trainer, Howto deal with difficultpeople, EffectivedocumentationinaRegulatory Industry, Leadership trainer,
Emergency ResponseandOSHA. Memberof Society for HumanResourceManagement (SHRM)