Elizabeth Gamez Ortega Email and Phone Number

Company dedicated to Electronic Security Solutions (ABMs/ATMs) www.diebold.comResponsible for HR functions, including: organizational development, recruitment, training, benefits administration, Employee Relations and Performance. Achievements• Created HR policies and procedures; recruited employees; created group benefits databases; and developed orientation, training and incentive programs. Managed leave-of-absence programs and personnel records; administered benefits enrollment and programs; administered HR budget; and handled HR generalist workplace issues.• Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation.• Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Promoted employee-retention rate in an industry where high turnover is the norm. • Reduced benefits costs by 10% annually through meticulous recordkeeping.• Wrote employee manual covering issues including disciplinary procedures, code of conduct and benefits information. • Introduced company's first formal performance review program, creating a flexible and well-received tool (COMPASS).• Revised job descriptions across all levels and interviewed employees to construct an accurate picture of the duties and skills required for each position.• Decreased expenses by eliminating the dependence of the employment agency.• Facilitated interviewing techniques and best practices, one-on-one coaching sessions that contributed to beneficial decisions. • Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.

Responsibilities included: Recruiting and staffing; organizational and space planning; performance management and improvement systems; organization development; employment and compliance to regulatory concerns; employee orientation, development, and training; policy development and documentation; employee relations; company-wide committee facilitation; company employee and community communication; compensation and benefits administration; employee safety, welfare, wellness and health; charitable giving; and employee services and counseling. Achievements •Create HR policies and procedures; recruit employees; create group benefits databases; and develop orientation, training and incentive programs. Manage leave-of-absence programs and personnel records; administer benefits enrollment and programs; administer HR budget; and handle HR generalist workplace issues. •Structured and implemented programs and policies in the areas of training, compensation structures, benefits packages, incentives and new-employee orientation. •Fostered a teamwork/open-door environment conducive to positive dialogue across the organization. Employee-retention rate in an industry where high turnover is the norm. •Wrote employee manual covering issues including disciplinary procedures, code of conduct and benefits information. •Introduced company's first formal performance review program, creating a flexible and well-received tool. •Revised job descriptions across all levels and interviewed employees to construct an accurate picture of the duties and skills required for each position. •Significant savings by eliminating the dependence of the employment agency. •Interviewing techniques and best practices, one-on-one coaching sessions that contributed to take decisions. •Devised creative and cost-effective incentive and morale-boosting programs (including special events and a tiered awards structure) that increased employee satisfaction and productivity.

Managed the human Capital of 16 distribution centers nationwide equivalent to 1.500 people •Launched and established overseas operations with companies such as Colgate and Revlon •Managed the staff of 15 different companies including Novartis and Tequila Herradura •Created a training program focused on areas of opportunity identified through performance evaluation and analysis of results by objectives •Reduced turnover in critical positions by 40% in a period of one year •Reduced annual budget expenditure by 25% •Reduced training and administrative budget by 30% •Improved training results by 20% •Promoted and strengthen the culture and values through dissemination plans, emphasizing the recognition and sense of belonging Achievements Reduced turnover in critical positions for 16 Distribution Centers nationwide by 40% in a period of one year, through monitoring and selection by setting powers, attached to the profile and customer requirements. Reduced annual budget spending by 25% (500.000 first semester 2009), through saving tool Recruitment, Selection and Training for new personnel (through the use of internal equipment in the area of RH versus consultants.) Reduction of turnover at the executive level of 10% in a fiscal year (2008-2009), total company level. Increased promotions (internal recruitment-seed) between 15% and 20% (when the history of the years 2007-2008 marked a 5% maximum). Raise the profile of staff in key positions within the operation, resulting in inventory loss reduction, translated into $ 80,000 approx. month (per customer), first half 2009. Reduction in training budget and administrative operating at 30% (from 60.000 to 2009), through the timely detection of areas of opportunity (Evaluation of Performance-Objectives) and implementation of the "Internal Teacher." Efficient training results by 20% (man / hour) in three months, and training and specific training for the position (planning with operational area).

•Coordinated mass recruitment •Organized the selection of staff based on competencies and alignment to the job profile •Implemented new training programs •Introduced and developed new techniques to maximize organizational capacity