Human Resources Management

Napoleón Camero Grinshpan

********.******@*****.***

Phone: 347-***-****

Human Resources Leader

Versatile and results-focused HR Leader successful in global and domestic roles in diverse industries and cultures. Known for identifying gaps in both start up and mature environments, and developing solutions that strengthen performance and improve organizational effectiveness. Areas of expertise include:

HR Strategy Talent Development and Management Change Management Employee Relations HR Communications Compensation & Rewards Talent Acquisition & On-boarding HR Operations Compliance & Safety Succession Planning

Learning & Development Process Improvements Leadership Development

Professional Experience

CENTER FOR FAMILY DEVELOPMENT. New York, NY. Human Resources Consultant Project. June 2017 - Present

CITIZENS ICON HOLDINGS, LLC. New York, NY (Real Estate-Services) September 2016 – June 2017

Head of Human Resources. - Directly responsible for Human Resources Commercial Operations & Field Operations

Established the HR function for a parking operations holding company with 350 facilities and 2200 hourly workers. Lead HR administration, communications, Labor Law compliance, shift scheduling and evaluation of the Human Resources including Payroll and Benefits, Compensation, Budgeting, HSE, reporting and all HRIS systems.

Implemented a comprehensive HRIS solution for multiple functions, integrating independent systems into a single solution, which included payroll, time and attendance, benefits and employee self-service.

Directed the change management communication process from HR to the entire organization, customizing for employee base with 80% Spanish speakers; optimized awareness and acceptance of evolving policies and processes.

Ensure timely and consistent information sharing with staff and enhance understanding of key business goals and deliverables across the organization.

Developed strategic HR plans and policies related to numerous disciplines, including recruitment, training, compensation, and onboarding:

oRevamped employee relations process with an open door policy, providing employees with an accessible channel to corporate HR. Developed HR processes and resources, including bi-lingual (Spanish-English) policies and procedures related to multiple aspects of HR, such as performance improvement plans, employee handbook, and grievances letters.

oImplemented effective recommendations on the design and development of assigned Human Resource functional areas, encompassing various programs relating to compensation, benefits, resourcing, organizational effectiveness and employee development

oPrepared Job Descriptions conducted Job analysis evaluation to develop pay structures & compensation models.

oProvided project support by building & implementing Competency Matrices, Career ladders, performing job matching & gap identification processes

oConducted Market research to identify business opportunities, preparation of comprehensive reports to asses appropriate company structure.

oImplemented a wireless and geo-tracking location punching system with a new scheme of work schedules (24/7), which streamlined the end-to-end scheduling process and provided constantly updated information to employees.

oRe-engineered communication process among human resources, supervisors and employees, ensuring maximum efficiency and transparency.

oImplemented HR Metrics and KPIs and SLA for third party temp to hire agencies, resulting in consistency of practices, reduced costs and improved quality.

PIERRE FABRE USA. Parsippany, NJ (Pharmaceutical, CPG, Dermo Cosmetics & Retail) January 2014 – September 2016

Head of Human Resources .- Directly responsible for Human Resources Commercial Operations and Manufacturing Operations

As member of leadership team, actively contributed to ensure the advancement of a positive/ safety culture and achievements toward zero EHS incidents and accidents. OSHA compliance.

In conjunction with leadership and corporate resources, coordinated workforce planning and development to determine the most strategic and effective deployment of people resources.

Implemented and managed a third party to hire temp-perm employees and seasonal employees. (SLAs and SOW)

Developed talent acquisition and on-boarding processes that supported short and long-term workforce development strategies and talent requirements.

Designed and administered a company compensation and rewards programs based on market research and Hay methodology, resulting in a market competitive program and increased retention.

Created, fostered and maintained several HR programs, such as the “Community Life Program” that fostered cohesiveness and work life balance, an employee assistance program, a company newsletter and a new performance management program based on employee competencies.

Rolled out compliance programs that protected the interests of the company in accordance with the corporation’s practices and procedures and appropriate governmental laws and regulations such as Employment Standards and O.H.&S.

Effectively managed talent strategies, including robust performance management and employee development programs. Provided site leaders and supervisors with support, training and direction to assist them in offering timely and accurate feedback to employees and developing individual employees to their potential.

Conducted annual performance management process including training of employees and managers on appraisal system and goals.

Provided advice and solutions on policies, employee relations, terminations and investigations of internal complaints.

Led benefits administration along with the yearly reevaluation and negotiation of all benefit plans which resulted and savings and compliance for the company

Rolled out handbook on policies and procedures and effectively communicate policies to employees that helped to minimize liabilities and resulted in 100% labor law compliance including California.

Designed and develop ongoing corporate training and development programs for all staff that increased employee engagement and retention.

Developed succession plans and design leadership development programs that help identify and retain potentials within the company.

Worked with outside counsel regarding immigration processes, visa paperwork and VIE Program with French/American Chamber of Commerce.

RAINFOREST ALLIANCE, New York, NY (Consumer Products Nonprofit) April 2012- January 2014

Global Human Resources Director. -Responsible for comprehensive Human Resources in the Operations Field in USA, Canada, Latin America, Europe and Asia Pacific.

Developed human resource strategy that aligned with the global business goals and supported the organization’s talent and business needs. Identified high potential talent within the organization, developed a workforce planning program to accommodate anticipated growth, and successfully built the Latin American HR hub.

Established and implemented the organization's global human resource function, including the development of a robust performance management program. Built optimal human resources programs, practices and policies across all countries. Ensured success of global program by targeting and adapting programs to specific cultural norms and local workplace practices.

Through effective talent acquisition and management initiatives, contributed to development of high performing talent and organizational effectiveness. Developed and managed effective systems to appropriately manage and grow talent, including, performance and behavioral assessment, future potential classification, succession planning and learning and development.

Audited compliance with all human resources related laws, regulations and filings including equal employment opportunity, non-discrimination, ADA, HIPPA, FMLA, DOL, and qualified benefit 5500 filings reaching a 100% of compliance.

SANOFI PASTEUR, Swiftwater, PA (Pharmaceutical) January 2009- March 2012

Human Resources Deputy Director - Latin America, US South for Marketing and Sales BUs & International Mobility & Manufacturing Latin America

Established Human Resources strategic and operational platform for Latin America region, in coordination with senior management, by developing an understanding of the company culture, business goals, and strategies, and establishing organizational initiatives in support of those strategies.

Establish Human Resources strategic plan for Latin America region, in coordination with senior management, and developed an understanding of the company culture, business goals, and strategies, establishing organizational initiatives in support of those strategies.

Advised senior management and key operating leaders of the company on an array of human resource matters, including performance evaluation/feedback programs, management and leadership development, succession planning, organization design, training and development, employee morale, and international mobility, Collective contract bargain, grievances.

Ensured company’s continuous improvement approach in each of the key areas of human resources such as: talent management, compensation, organizational changes, strategic planning, HRIM, resources allocation for training and development.

Improved employee relations by ensuring the uniform and equitable application of the company’s policies and procedures at all levels in all supported countries.

Guide transformational projects for Latin America such as: Talent Management/Development for potentials and key positions, organizational changes and change management, performance Management, succession plan at all levels and across functions, Integration of different business platforms in both Latin America and United States and KPIs implementation.

Workday implementation for time tracking, recruiting, talent management and workforce planning and analytics.

Develop and work on implementation and management of policies and programs covering employment, placement, orientation, onboarding and training, employee/ labor relations, compensation and benefits, and organization development.

Thoroughly conducted and reported on a broad range of internal and external investigations, ensuring fair and equitable outcomes and minimizing reputational risk to the company. Implemented a hotline program that strengthened employee morale, accelerated identification and resolution of issues, successfully minimizing legal liabilities.

In collaboration with plant managers, revamped the plant schedule and created and implemented process improvement projects consistent with LEAN manufacturing principles, resulting in cost savings and Increased productivity.

Supervised payroll process, including review and weekly uploads, administration of vacation, benefits and insurance programs.

Recruited and hired hourly workforce as needed with the opening on a Plant in Mexico and acquisition in South US and Brazil

Partnered with senior leaders, managers and front line supervisors in a matrixed environment, to identify, prioritize, and build organizational capabilities.

Drove leader-led ownership of performance and talent management, associate engagement and individual development for Argentina and Mexico plants increasing employee engagement and reducing turnover.

Initiated workforce analysis and organization design activities with business leaders; ensured that structure and staffing were proactively managed to meet short and long term business goals and desired retention was achieved.

Reviewed SLA’s and SOW for third party vendors from whom we hired temporary and seasonal employees resulting in a reduction of negotiated fees and savings of 14% to the company.

Developed and “tropicalized” core HR processes, including performance management, talent reviews, compensation, Internal communication and talent acquisition ensured that programs were clearly communicated and understood by managers and associates within assigned client groups.

Developed and implemented the Management Accelerated Program, a leadership initiative that provided high potentials with tools and resources to build situational leadership skills.

Prior Experience

Held progressively responsible global and domestic Human Resources positions in top 100 companies as well as startup companies with E-Strategic Solutions, LLCE (Human Resources and Client Services Manager), Ericsson, Inc. (HR Manager Commercial Operations & Marketing, for market units in Latin America, Central America and the Caribbean) and Johnson & Johnson (HR Manager for Commercial Operations & manufacturing plant in Caracas, Venezuela.

Education

Master in Business Administration: Major in Marketing and Finance. 2007. Universidad Católica Andrés Bello. Caracas-Venezuela.

Bachelor of Arts. Industrial and Labor Relations, Major in Human Resources. 1998. 2007. Universidad Católica Andrés Bello. Caracas-Venezuela.

Certification in Management. 2005 Johnson & Johnson Leadership Unit.

Myers-Briggs Type Indicator CP. Myers-Briggs Institute, NY 2015

Languages: Spanish: Native tongue. English: Fluent. Portuguese: Intermediate fluency. Russian: Intermediate fluency. Hebrew: Basic fluency.

Certifications and Trainings: Project Management Certification. 2013, White Belt Certification for Six Sigma, Design Excellence & Lean Thinking. Johnson & Johnson, 2006

HR Systems: Taleo (Oracle), Icims, Bullhorn, workday, ADP workforce now Suite, Social Media Recruiting, SAP HR, PeopleSoft, Office, SharePoint, InfoPath, Workday HCM. Ceridian Dayforce.

Contact this candidate