Rocío Díaz Email and Phone Number

Leadership of a team of 11 employees (salary, contract & hourly)Define and implement training strategies for SLP Manufacturing Complex (Headcount ~6,000), for both, salary and hourly employees.Provide strategic learning techniques to enhance fast onboarding of new hires thru GMS Experience and SWE. Manage the department budget (~250,00 USD).Provide key indicators related to employees’ development, such as: mandatory training, leadership skills, technical knowledge, Safety Licenses, Legal requirements and internal & external audits. Responsible for technical positions openings: Team Leaders, Skill Trades, Project team members. Key contact with External Institutes for Technical Undergraduate Programs. Define and implement work team strategies to improve GMS PI effectiveness in the operation.Provide coaching and strategies to develop leadership skills to team and group leaders.

Provide internal HR consulting services to Global Purchasing & Supply Chain, Communication, Government Relations & IT Functions about HR topics related to (Headcount ~400):1. Talent Management (succession plan, talent identification and development, career plans, key positions)2. Organization Development Strategies3. Change Management Strategies4. Compensation Planning Process (Annual Merit Increase & Variable Pay – salary adjustments)5. Control and administration of annual headcount target of each function• Play as facilitator in HR Policies and procedures implementation• Coordinate international assignments – Inbounds and OutboundsMain contact to Executive Members and Staff (Directors & Managers) in order to bring support to all activities mentioned.

Strategic planning of Internal Climate SurveyDesign of communication campaigns for performance assessment, career development, etc. Coordination of OD Managers & HRBP’s in order to perform Talent Reviews Responsible for Career Development action plans: Global Mentoring Program & E-magazine, Career Development MonthDevelop strategies for Leadership DevelopmentAchievements:Implementation of the1st Talent Cross Function for HP’s7th place for “Top Companies” from Super Empresas survey - salaried and hourly employees, electronic & printed version (7500+ employees)Design and implementation of the new and more strategic Talent Review deck for 201542% price reduction for Leadership Program

Coordination of internal climate survey for salaried and hourly employees Management and follow up on the performance management systemElaboration of reportsDesign of communication campaignsEstablishment of basic resume for leaders at different levels Coordination of leadership development trainingsFollow up on corporate mandatory trainingDefinition and follow up on the annual training programAchievements:12% increase in the participation index for performance assessment surveyCero no conformities at the internal audit for training procedureDevelopment of a performance assessment manual for employees at subsidiary level

Responsible for internal communication in 5 sites: headquarters at Mexico City, 4 industrial units: Pasadena, Texas (US); Coatzacoalcos Guadalajara and San Juan del Río, Mexico Implementation of internal communication campaigns Organization of corporate events, training sessions and informative talksInternal and external suppliers contact establishmentBudget management for the areaUpdate of training materials: UPK’s, manuals, booklets, guides, etc.Coordination of the orientation programRecruitment and selection for executive levelsHR indexes management: recruitment, training and turnoverAchievements:Alignment and standardization of internal communication in the NAFTA regionImplementation of new communication channels: internal magazine, communication agents’ network, intranet and boards. Implementation of the Competencies Model for Mexico (annual assessment and IDP)Leadership in the implementation of High Performance Teams in 3 industrial units at MexicoEstablishment of the training KPI’s

Planning, development and implementation of training programs (sales, aftersales & managerial)Training materials planning and design: participants manual, trainer guides, banners, booklets, etc. Training budget managementAdministration of the Learning Management SystemFollow up on training indexes: assessments and attendanceInternal and external suppliers contact establishment Constant communication with dealers at all levels (operative, managers, directors, owners)Events organization for dealers in all brands for the group: Chrysler, Mitsubishi and Fiat (Kick Off Meeting & Gala Night) Achievements:Development of a new communication channel with dealers (Facebook)Design of basic tools in order to help dealers: orientation guides, job descriptions and development bookletsDesign of a tool for training needs detection for sales and aftersales areasLeadership for the CDJR tour in charge of a team with 40 members (facilitators, drivers, general staff) and handle a 13 units fleet