Sanitas/Keralty USA Dental Practices Network Leader

As corporate HR senior leader establishes the strategic direction for Human Resources; develops and implements human resources policies and procedures that support goals, ensuring compliance with federal and state labor and related laws.Acts as a member of the executive management team to strengthen and support the programmatic, financial and operational goals of the businesses.Ensures adherence to all applicable federal, state, JCAHO/ACHA, and local regulatory agency requirements for businesses success in any regulatory survey.Analyzes trends regarding turnover, hiring, promotions, workers’ compensation claims, unemployment claims, separations and grievances to determine action needed to adjust unfavorable trends.Conceptualizes the talent attraction and employer branding strategic; works with managers to forecast workforce needs; provides advice and guidance to supervisory staff in making employment-related decisions.Define & lead the implementation and administration of the compensation & benefits programs, including budget control; negotiates plans and costs with benefit vendors to ensure high quality programs.Continuously monitors the marketplace for changes in labor regulations, compensation and benefits practices/trends and drive changes to ensure the employer maintains compliance and competitiveness as expected.Conceptualize/lead the HR communications and organizational on-boarding & learning strategic.Lead six HRBP leaders in FL, TX, TN, NJ, CT, as well as 5 centers of expertise in TA, C&B, Payroll Admin, Learning & Communications. Total HR reportees: 35 at national wide serving to more than 3.000 direct employees in different states.

OPESLA is a global consulting firm specializing in Human ResourcesManaged the OPESLA HR consulting growth strategy and operations in Canadian, US, and Latin American markets within the following core service areas: HR strategy development, top leadership headhunting, compensation strategic as well as definition of long/short term incentives, performance management & reward programs, comp market surveys, learning programs and HRIS applications development.Led a team of more than 20 senior HR consultants in different geographical areas and expertises under a very diverse portfolio of global projects.Led business development and built client relations with key corporate accounts to identify key customers and provide competitive and differentiating HR services.Conducted project resource planning, developed execution plan, and tracked project costs to ensure adherence to budgetary assumptions and contractual commercial terms.Conceptualized and drove the execution of marketing promotions and material to enhancing corporate image at an international level.

Sanitas Medical Centers USA, part of Keralty Group – Miami, Florida Is a multinational business group offering integrated healthcare solutions across the health sector providing both healthcare financing and delivery. As corporate HR senior leader establishes the strategic direction for Human Resources; develops and implements human resources policies and procedures that support goals, ensuring compliance with federal and state labor and related laws.Acts as a member of the executive management team to strengthen and support the programmatic, financial and operational goals of the businesses.Ensures adherence to all applicable federal, state, JCAHO/ACHA, and local regulatory agency requirements for businesses success in any regulatory survey.Analyzes trends regarding turnover, hiring, promotions, workers’ compensation claims, unemployment claims, separations and grievances to determine action needed to adjust unfavorable trends.Conceptualizes the talent attraction and employer branding strategic; works with managers to forecast workforce needs; provides advice and guidance to supervisory staff in making employment-related decisions.Define & lead the implementation and administration of the compensation & benefits programs, including budget control; negotiates plans and costs with benefit vendors to ensure high quality programs.Continuously monitors the marketplace for changes in labor regulations, compensation and benefits practices/trends and drive changes to ensure the employer maintains compliance and competitiveness as expected.Conceptualize/lead the HR communications and organizational on-boarding & learning strategic.Lead six HRBP leaders in FL, TX, TN, NJ, CT, as well as 5 centers of expertise in TA, C&B, Payroll Admin, Learning & Communications. Total HR reportees: 35 at national wide serving to more than 3.000 direct employees in different states.

Led a team of 10+ C&B managers driving compensation support to HR Business Partners across various matrixed functions in 15 countries with oversight over a population of 20k associates.Partnered with business and HR leaders in a large region to establish and implement compensation strategies that ensure competitiveness in the marketplace.Conceptualized and drove year‐end compensation programs including salary, bonus, and long‐term incentives implementations.Assessed the effectiveness of compensation plans and pay levels by analyzing market data.Redesigned the long-term incentive plan to optimize spend by offering executive choice in the award mix between Stock Options and Restricted Stock Units which improved employee satisfaction and understanding of total rewards.Designed a gain-sharing plan for non-exempt employees in multiple distribution and manufacturing locations.Partnered with IBM and Mercer to ensure successful compensation administration outsourcing.Conceptualize and drove a regional sales compensation program that included working with the global head of sales to develop guiding principles on sales comp; developed a communication package that was successfully cascade down to country general managers and sales heads globally.

Designed salary administration systems, alternate forms of pay, benefits, HR policies, redundancy programs.Assessed impacts of remuneration strategy over company costs as well as its administrative implications.Ensured compliance with company concepts, competitive practices, legal requirements and tax legislation.Led project teams for developing international compensation and benefit programs (position classifications, organizational leveling, benefits optimization, C&B policies, etc.).Conceptualized and defined recommended classification levels for new organizations and job structures in different countries.Advised HR partners on a global basis to improve understanding and implementation of best C&B practices.

Conceptualized and led the HR functional agenda for upstream and downstream oil & gas operations in the country.Drove the human resources strategy and policies, aligning them to the HR global people ExxonMobil strategy.Led the implementation of the HR functional excellence plan to strength the performance culture and develop local HR capabilities.Supported and implemented company benchmarking to look for HR best practices and process optimizations.Carried out a comprehensive organization key positions succession plan to ensure a proper talent pipeline that allowed career progression that fulfill both, company and talented staff needs.Built and drove a comprhensive performance management system which allowed to introduce an equitable and competitive total reward program for the employees.Provided integral HR Services for an operation of 600 direct employees, 500 indirect employees and 20 expatriates. The operation field production of 120,000k barrels per day, equivalent US$ 3 billion in revenue per year.Successfully led the human capital aspect of major organizational change due to expropriation of assets by the Venezuelan government, which included implementing a communication strategies, stress management programs, employability development initiatives under a comprehensive and well structured organizational change agenda, resulting in no operational disruptions during very sensitive transition.

Led HR policy development and regulatory controls for 35 countries in the Americas region.Remuneration strategy and compensation services for 5,500 employees and 2,000 contractors.Labor relations C&B support for 12 different labor unions.Responsible for expat administration/relocation services for 300 international employees.Conceptualized and drove a global HR corporate scorecard program.Built and drove a corporate stock options program for Africa and Latin America.Provided support to the C&B charter design and implementation of the Shell global HR web site.Led the open resourcing and job evaluation programs to support global organizational restructuring.Developed job organizational leveling and salary structuring programs.Developed an integrated workforce, succession and resourcing plan to anticipate corporate demand.Interfaced with centres of excellence (talent, policy, recruitment and learning) to satisfy business needs and successfully implement HR programs.