Daniel Dara Email & Phone Number

Sp

São Paulo Area, Brazil

Project Manager: Change Management Especialist - with jobs in Brazil and Argentina - Planning and Organizational Development.- KPI's Development - Home Office Coaching - Negotiation -Remuneration. KPI's. Developed projects in Valuig- Verde Campo -Eisennman - JMacedo e Govement of Bs; As.

São Paulo Area, Brazil

• Development of the plan of action for implementation of strategies regarding all the HR subsystems. Implement of the new HR struture. Development KPI• Responsibility over the operation of HR in the paint application plants, component manufacturing plant, and engineering.Development and implanted of the System of perfomance evaluation. Using"nine box" for talent Managemnt program.. Development and implated of the structure for wage and salary.. Responsibility over expatries

Braasil

Responsible in Brazil for the Business Plan, organization changes, and indicators.• Development of the Action Plan for implementation of strategies. Development ofKPI´s control for all Operations in Brazil (KPI Dashboard)• Development and implementation of the organization to follow the company growth. Enabling the structure of Sales, Distribution, and Administration. Decentralization and improvement of the HR service – Work environment research.• HR representative on the Franchise acquisition team for SP, Minas Gerais, and Cervejaria Kaiser. Creation and implementation of the new organization, leading the policy integration and approval team. Implementation of the center for shared services (saved US$ 1 million in one year).• In 2003, the SP Franchise was purchased at a loss and in 2010 had a gain of US$ 300 million. Kaiser was purchased at a loss, and turned a profit in one year. At the MG franchise, it was possible to reduce operating expenses by 20% and increase sales by 15%.o HR Management – São Paulo Franchise (Business Partner),• HR Administration Management, Union Relations, HR Planning, R&S, Training, Work safety, Social Development, Communications, Medical, and Information. Implementation of new operating and management models. Continuous improvement. Development and monitoring of indicatorsImprovement of one point per year in the HR evaluation on the Climate Survey• Development and implementation of variable remuneration and incentive models. Review of the salary structure. Incorporation of variable remuneration in 100% of sales and distribution positions, and 50% of the support, administrative, and corporate positions.• Improvement of indicators, • Development of collaborative relationship with the Union.• Coordination of certification processes for ISO 9001, 14011, OHSAS, 18001 and 22000

El Tabacal, Salta

• HR Management, HR Administration, Union Relations, Selection, R&S, training, and Work Safety, • Design of the structure of the Company, Creation and implementation of the restructuring plan.Review of processes, incorporation of technology. Initial loss of US$ 50 million, operating gains in three years.• Administration of dismissals, negotiation with the government on the “Crisis Plan”. Negotiation with the Unions (5), development of a new Employment Contract. Saving of US$ 1.5 million.

Bs As.

• Development of the structure of the Organization, review of the salaries structure, incorporation of variable remuneration.• New, more agile structure to respond to market requirements, gains of US$ 4 million in the first year. 10% increase in sales

Misiones Province, Argentina

• HR Management, HR Administration, Union Relations, Selection, Training, Work safety, Medical Department, and Administrative Services.• Redesign of the Company structure. Creation and implementation of the restructuring plan. Development of the full training plan.• Negotiation with the Union of a new employment contract

Organization Manager - Reporting to HR Director• Development and implementation of the HR Planning process.Dashboard. Indicators management.• Development of a new organization and organizational chart• HR DevelopmentManager of HR Development–Reporting to the Organizational Development Director• HR Planning – Process of performance evaluation- Formation of a new managerial team- 3 Awards• Development of the Telefônica Educational Offer. 1 million training hours for the 91-92 year. 30,000 participants• Coordination of programs for new hires and young professionals. Development of educational material

• HR Planning. Performance evaluation. Plan for Instructor development• Planning of technical and management training. Instruction. Coordination of the training plan for expansion (Technical-Operational-Management). Inversion budget US$300 million. Activities in Mexico, Argentina, and Italy• Development of support materials. Educational audits.

Coach, Coaching

Specialization, Strategic Approach To Human Capital

Post Graduation, Development In Management Of Human Resources

Specialization, A Negotation

Specialization, Behavior In Organizations

Post Graduation, Mba In Management Development

Graduation, Graduation In Mecanic Engineering