MIREYA CORRAL, EMBA, SHRM-SCP

915-***-**** ac1wr2@r.postjobfree.com 6712 Hermoso Del Sol, El Paso, TX

H U M A N R E S O U R C E S D I R E C T O R

Start-ups Acquisitions Turnarounds Fast-Growth Organizations

Positioning HR as a Business Partner for Excellence

Strategic and innovative HR & EHS Multi-Site Director who translates business vision into HR initiatives that improve performance, profitability, growth, and employee engagement. Empowering leader who supports companies with a unique perspective and appreciation that human capital is every organization’s greatest asset. Genuine influencer who thrives on tough challenges and translates visions and strategies into actionable, value-added goals, developing high performance teams; experience in automotive, medical and consumer goods manufacturing industries.

Signature HR Qualifications

HR Best Practices & Compliance Organizational Development Change Management

Employee Relations & Engagement Strategic Planning Workforce Planning & Development

Talent Acquisition & Succession Planning Business Acumen Mergers & Acquisitions

HR Policy, Process & Systems Design Union Avoidance International (Global) Experience

People smart and flexible problem-solving approach that balances business goals with employee needs.

PROFESSIONAL EXPERIENCE

ECI - ELECTRICAL COMPONENTS INTERNATIONAL Chihuahua, Juarez, MX/EL Paso, TX Global leader in the manufacturing of wire harnesses, subassemblies and other value-added assemblies 2017 – Present Multi- Site Director, Human Resources & EHS

Responsible to direct plants in Juarez, Chihuahua and EL Paso, TX to Recruit, Manage, Engage, Develop & Retain Talent to support the company goals; focused in the positioning of our brand as part of the Global Engagement Strategy. Also responsible for Compensations, HR Systems and Safety & Security culture development. Responsible for around 8000 employees among the different labor markets, with strong challenges to move to the next step, ensuring standardization, labor law & compliance as well as fostering innovation and creativity within a high competitive industry.

HR Organization Leadership: Directing 3 HR Managers with their correspondent staff working in process & systems definition and standardization; assessing leadership styles to support development plans as well as working in brand differentiators. All functional areas as staffing, recruitment, benefits, compensation, training, leadership development, succession planning, HRIS, regulatory compliance, Environment, Health and Safety are within my leadership scope.

HR Best Practices & Change Management: Innovation & Standardization are key within this industry especially due to the fact that we are moving toward an Engagement and Goal Sharing culture, working with several tools to assess and manage the change throughout the organization.

Consultation & Business Acumen: Support upper management with strategies to strengthen our brand through employee services enhancement, compensations systems as well as rewards and recognition programs.

Workplace & Employee Relations: Leading efforts to improve safety practices and systems to improve our people workplace, ethical practices and employee engagement.

WERNER CO Juarez, MX/Socorro, TX Ladders & Tool Boxes Assembly 2013 – 2017- Multi-Plant Director, Human Resources & EHS

Recruited to direct HR for 4 Juarez Plants (MX) and also support an operation in Socorro, Texas; partnered with other directors to successfully launch two new Business Units in a new facility; a fast track kick off plan including developing new competencies, meeting the SA-8000 standard audit from customer and expediting permits and regulations to meet the launch deadline. Responsible for Environment Health & Safety, Plant Security (Risk Management), also in charge for employment law and regulations for MX, US and US Expats employees. Fostered employee engagement through strategic planning implementation. Reducing turnover within 15% vs. local (Juarez) labor market and dropped 70% RA’s. Manage $3.5M budget, hitting 10% of cost reduction through productivity projects.

HR Organization Leadership: Assigned to recruit a full-new Staff Directors; directing 5 HR professionals in staffing, recruitment, benefits, executive compensation, training, leadership development, succession planning, HRIS, regulatory compliance, Environment, Health and Safety. Heavy emphasis on leading Werner Co. through change management, growth and HR credibility through-employee centered service programs.

HR Best Practices & Compliance: Zero findings on 3 audits related to Fair Labor practices and Environment Compliance(SA-8000) for US and European markets, saving more than $200K by dropping the Safety Premium Risk and fines elimination.

International HR: Support HR headquarters with – recruitment, staffing, onboarding, training and employee relations – for both: US expatriates and US employees in Socorro, TX facility.

Employee Relations & Workplace Transformation: Led action plans to improve workplace on safety (dropped 70% RA’s), salary equity -reducing turnover in 15% vs. Juarez local market (improving efficiency and generating more than $90K savings due turnover drop), impacting positively talent acquisition and employee retention. Focusing in one of the 3 main strategic goals: Becoming the employer of choice.

Succession Planning and Talent Development: Implemented the Training and Development Needs and Plans, for all associates, also started up the Succession Planning in alignment to the Strategic Company Goals.

HR Integration & Acquisitions: Streamlined integration of Tool Boxes and Fall Protection new products into the Juarez Campus operation, with a total alignment of HR/EH&S with new business objectives and minimized business interruptions through execution of workforce integration plans. Supported the acquisitions of the European market business fulfilling all the requirements as per the Fair Labor Standards and Environment Audits.

CR BARD Juarez, MX Medical Industry 2006 – 2013

Senior Manager – Human Resources & Production

Transformed HR into a true strategic business through the implementation of Strategic and Succession Planning, Salary/Pay Scales more competitive with the market, developed new competencies at technical degree to support associates career path but also support Lean Manufacturing Initiatives and Operations Cost. Led the Production Department as Senior Manager for 3.5 years meeting consistently the delivery, cost and quality goals of medical products class I and II; l zero issues related to FDA audits and no recalls related to assembly/manufacturing issues. Championed by one year the two areas HR and Production while forging sustainable HR infrastructure, systems, processes, and practices to streamline the service to other departments. Oversaw budget and a staff of the 2 areas.

Business Acumen: Leading the production department was a great experience for 3.5 years, especially in a highly-regulated production environment, delivering results month by month for Quality, Mix and Volume Adherence with zero recalls; fostered teamwork and creative leadership skills to interact very positively with all the departments that support production (Planning, Engineering, HR and so forth) was key to meet and exceed goals, understanding the operation was critical as well to grow as professional in the manufacturing field.

HRIS Technology: Drove transition from outdated HR system into a fully integrated HRIS platform from TRESS. Instantly improved analysis, reporting, and planning capabilities while streamlining daily HR functions; also, supporting the day to day production supervisor roles and making more robust the training certifications.

Employee Relations: Introduced proactive employee relations and open door communications program, that included communication close circuit to keep up all our employees involved in the business goals and plans; quarterly workplace services survey, recognition programs to improve safety and overall continuous improvement; all those initiatives helped to be the leaders among our sister plants in Turnover rate (the lowest 4 years in a row).

Workforce Expansion: Ramped up facility growth from 300 up to 900 employees in just 4 months with no impact to our customers.

Corporate Social Responsibility: Implemented several initiatives to support the community in addition to the formal company CSR program, an nonprofit association was created by our employees to led efforts to support community and people in need.

SATURN ELECTRONICS & ENGINEERING Juarez, Monterrey, Guadalajara MX, and San Salvador, El Salvador Automotive Industry

1999- 2006

Manager – Human Resources (International)

Joined the company as HR Manager for a sole facility, although by management decision, partnered with some peers to support company operations within Mexico (Monterrey & Guadalajara) to implement good manufacturing practices. I was selected as well to participate along with a corporate team to search new labor markets within Mexico and Central and South America, and after completing the Due Diligence my role was the company representative to ensure all regulations and compliance were met to start up an operation in San Salvador. On the other hand, I participate with the SME team who led the Joint Venture process with Lear Corporation -automotive leader in the market – through the merger of two plants, different employee contracts and Unions with successful results reflected in zero legal issues or employee labor suit. Managed up to 4 different employee contracts during my tenure in this company that was already unionized, although we got the waiver to start other operations with no union contract. On the recruitment side, we implement a pilot plan to prepare internally engineers that may become customer liaisons and/resident engineers at the Automotive Assembly Plant within short period of time, improving our customer respond and satisfaction.

Workforce Integration: Integrated two full facilities after a M&A process with zero impact to the business. Including staff and administrative positions.

M&A Due Diligence: Contributed to senior-level M&A decisions, supporting the search of new labor markets, and also as mentioned above consolidating one acquisition. Enabled business growth by assessing HR cultural compatibility and talent impacts.

Union Avoidance: Managing up to 4 different employee contracts, we were able to negotiate nonunion operations with a great acceptance of employees.

HR Global: Supported all the process from search, negotiation, compliance, recruitment and training for the operation in San Salvador – Central America. Ensuring knowledge transfer and talent development to streamline the operation kick off.

EDUCATION & PROFESSIONAL CREDENTIALS

Senior Professional in Human Resources (SPHR) - 2017

Society for Human Resources Management

EMBA Degree – University of Texas at El Paso - 2011

College Degree – Management and Employee Communication – State University of Chihuahua – 1994

Senior Professional in Human Resources (SPHR) - 2017

Society of Human Resources Management Senior Certified Professional (SHRM-SCP)

PROFESSIONAL HR AFFILIATIONS

Member – Society of Human Resources Management (SHRM)

Member of Index (Manufacturing & Industrial Association of Juarez, MX)

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