SVP / Chief Human Resources Executive.

PABLO MOURIGAN

***** ********* ****, *****, ** **094, Cell: 801-***-****, ******@*******.***

EXECUTIVE PROFILE

Offering over twenty three years of experience as an Executive Senior VP of Human Resources / Business Partnership, helping gener- al business development, including recruitment, retention, conflict resolution, and ongoing training of management. Proven experi- ence in collaborating with President-CEO, Senior Management to undertake Human Resource and Management strategic planing, in order to achieve corporate goals. In-depth knowledge of several initiatives, for improving productivity and quality labor relationship. An effective communicator with excellent interpersonal and relationship management skills. Bilingual English-Spanish. SKILLS HIGHLIGHTS

Decision Making Strategy Planning Advisor BsPs Learning & Development Critical Thinking Organizational Restructuring Performance Management Active Listening Organizational Development Coaching & Counseling Problem Solving Recruitment & Resourcing Relationship Management Talent Management Employee Relations HR Measurements CORE ACCOMPLISHMENTS

Leadership Development Multi-Source Feedback Team Building Employee-ship Sensitivity Training Labor Relations / LUsW Marketing & Sales Productivity Personnel Coaching

Succession Planning Change Management Staffing & Retention Compliance Compensation & Benefits Positive Influence JOB HISTORY

Dunhamp Corp. Senior Vice President / Chief of Human Resources- 2003 - Current HR Business Partnership, Supervising HR Director, HR Managers and HR Departments. Analyzed and modified com- pensation and benefits policies to establish competitive programs and ensure compliance with legal requirements. Improving the quali- ty of employees with a outstanding recruitment, resourcing and retention program, increasing retention from 67% to 85%. coordinated work activities of subordinates and staff relating to employment, compensation, labor relations and employee relations. Handled under- staffing, disputes, terminating employees and administering disciplinary procedures. Resolved employment-related through proactive communication. The basic keys used was: active listening, critical thinking, decision making and problem solving. Working close with the President-CEO, collaborate and work with all Managements improving leadership development. Essential functions and responsibilities:

- Talent Acquisition, Staffing, Recruitment & Resourcing and Retention -Design, Implement and develop strategies to identify the most qualified and right talents outside and within the company for all needed. Design, establish, review and create the job de- scriptions for the existing and new positions, giving the best support for hiring. Create and implement recruitment and selection processes (requisition approval, interview techniques, assessments, reference checks, extending offers, tracking applicants, etc.).

- Development and Training -HR Administration/ HIRS- Ensure the efficient functional operations systems, programs and policies in a correct and proper way of all organization with the appropriates laws and regulations ( in correlation with Productivity, Fi- nance and Sales). - Compliance Regulation, Employment Laws, Employee Relations, Ensure that the HR Manager is taken care about regulations,current laws: EEOC,ADA, HIPAA, ERISA, OSHA, COBRA, ERISA, FLSA, FMLA, HIPA, understanding ICE, DHS ( if we need), according with the Federal, State Laws regulations and policies.Good understanding of employment law.

- Compensation & Benefits- design and execute a competitive Reward Program in order to improve and engage the best employ- ee - performance in the company. Importance of employee Handbook (policies, regulations. employee relation issues, sexual harassment investigations, violations to the Company Statutes, support to the Companies’s values.

- Organizational Development - maximizing effectiveness implementing strategies to strength the culture’s company as a em- ployee recognition, sensitivity trainings, performance management, coaching, counseling,employee relations, relationship man- agement, business strategy, leadership development. Develop Workforce plans and programs that align with the company’s strategic objectives.Develop an annual performance review process, including training for supervisors.

- Responsible for HR Management in all locations and branches with variety in business, traveling in order to perform all the re- sponsibilities with total effectiveness. Manage the common processes and day-to-day operations of Human Resources, includ- ing both corporate HR functions and deployed HR support for the branches and districts. Work with executive leadership to de- velop effective internal communications (between and among management and employees). Provide leadership to the HR team and build organizational capability and effectiveness. Ensure a strong focus on internal customer satisfaction. Accurately diag- nose organizational issues, develop solutions, and implement them.

- Develop annual Human Resources plan and budget to support key company initiatives.

- Collaborate with Finance Administration, Business Development preparing multi-million budgets according with the strategy plan e initiatives of the company.

- Build strong relationships with senior management team, providing advice and counsel on talent and performance manage- ment for their respective departments.

- Identify critical focus areas for analysis, development, and implementation of integrated HR solutions that support the business strategy. Work collaboratively with other members of the HR Administration team to ensure the best service is delivered to our employees.

- Support the President/CEO in all employee communications efforts.

- Develop and implement employee activities and events.

- Directly supervise the professional level employees.

- Work with the other business leaders to develop enterprise business strategies that make sense in light of global labor trends and the company’s existing talent base. Promote quality, safety and security in all HR activities.

- Ability to communicate effectively at all level - with the President/CEO and leadership team and with employees at all levels.

- Strong project management skills.

- Strong collaborative problem solving skills.

- Building strong, effective teams of people with complementary skills.

- HR Matrix application management.

- Experienced in Labor Relations, Union Relations including contract administration enforcement, grievance handling, contract negoti- ations, negotiating collective bargaining agreements, dispute resolution process. With excellent union relations avoiding unnecessary conflicts or disputes.

Nebo Products Human Resources Director- 2000 - 2003 Working with Organizational Restructuring, giving to the company a new start with great success in business. Working and supervising all management with sensitivity trainings, leadership development, performance management, employee relations. Increasing business focusing in a strategic plan or recruitment and increasing the retention from 43% to 79%, marketing & sales, pro- ductivity and a outstanding costumer service. Organized and lead a 5 day staff orientation and training to promote collaboration. Lead a comprehensive safety training for 10 to 25 staff members.

- Worked and collaborated with the President in Business Development, Organizational Restructuring, restructured entire Human Re- sources Department, automated processes and create new HR Culture. Responsible for labor relations. develop HR in all areas rela- ted, collaborating in Business development, restructured all departments in the company focusing in the new direction establish by the President. Established the new policies and procedures, re-wrote employee handbook and benefits manual.

- Change Management. Supervise HR Manager and HR Administration in all responsibilities (payroll, HR Administration/HRIS, com- pensation & benefits, compliance, staffing and recruiting). HR Management HRIS, effective in all process and development and repor- ting. Create new positions, job descriptions for all company. Partnership with Finance Administration elaborating the budgets. Focusing areas: HR Development. Human-resource strategy, objectives, policies,programs. Employee and Management training, Performance Management/succession planing programs. Best talent Acquisition, Staffing, recruitment, maximizing retention. Strategy planing, Diver- sity Programs, employee health and safety management. Employee/Labor relations, Policy creation and implementation, Compensation and benefits design/administration, Retirement Program administration. Federal, State, and local regulatory Compliance( Federal, State labor laws, EEO, FLSA, FMLA, ADA, HIPAA, etc.).

- Training, investigation and prevention programs. Conduct investigations and Problem Solving. Supervising all Board Management. Organizational development: Strategy Planing, leadership training, performance management, employee relations, relationship mana- gement, presentations and trainings for all levels in the company. Conducting employees interviews, evaluations, challenging all Mana- gement and employees in person and by Department. As a Human Resources Director I was responsible for maintaining a strategic and high-level perspective of the company and functional objective and be able to “swoop” into areas that need more tactical assistan- ce.

Prince High Tower Senior Global Human Resources Director-1989 - 2003 Working in London, Sao Paulo, Montevideo and Utah stations. Executive work for the consulting group around the world, by country, by region and by continent. Couching and counseling companies, associations, investors and corporations. Creating deferents work strategies for every situation. Working with the international labor laws and deferents countries labor laws in order to keep all laws and avoid unnecessary conflicts and problems. Training, supervising, performance management, employee relations, recruitment & resourcing, retention and costumer satisfaction.

- Presiding the Executive Board Directors. Develop HR in all areas, coaching and counseling and collaborating in finances and business development to the existing clients, new clients prospective investors, Owners,VP HR Directors, HR Managers, HR Administrations,VPs Business Development, working with clients, investors and our Finance Department in multi-million dollars/ euros budgeting. - Focus on strategy Planing, Organizational Development, Organizational Restructuring, Creating, Em- ployee Relations, Learning & Development, Performance Management, Relationship Management, Talent Acquisition, Staffing, Recruitment & Resourcing, Retention. Development the Total Quality Control in the company with the clients. Compensation & Benefits, HR Regulatory Compliance. Implementing strategies to support, motivate and engage the employees. Manage, sup- port and develop HR with the Multi-Stations, Branches and clients. Implementing strategies and practices to support the busi- ness plans.

- Working with variety of Business: Manufacturing, Health, Hospitality, Educational Institutions, Technology, Retailers, Mainte- nance

Services, Privet Investors, Sport Institutions, and others.

- As a Senior Global Human Resources I presided over the Board of Directors, was responsible for developing the Human Resources Word Wide, supervising training, coaching the HR Directors, HR Managers and Hr Departments .Conducting Human Resources and helping in Business Development. Used to traveling between locations and branches maintaining the best communication and effec- tiveness, providing support, coaching training and the last innovations. EXPERIENCE

Over the last 23 plus years as a Senior Executive in Human Resources, I have worked side by side with Presidents/CEOs. I have colla- borated with business development in order to achieve the corporate goals and successfully creating a growing business and a safe, and pleasant environment for employers as well as employees to work for. By always taking the responsibilities of my job very seriously and following every standard, visions and statements of each company I’ve worked for, I have exceeded expectations, and helped businesses grow and change as times and circumstances do.

- Experiences and responsibilities of the job have been:

- Responsible for Labor Law Compliances - Making certain that federal, state and local laws are interpreted and implemented. As well as staying in top OSHA, EEO, TEFRA, ERISA, HIPAA, FLSA, ADA, FMLA, COBRA, DHS and ICE.

- Write and Administer Policy - Such as rules, regulations, legalities. Working close with legal council to make certain that language and directives are clear, unambiguous and binding.

- Staffing/Recruiting & Resourcing (Overseeing Personnel Contracts) - Providing the best talent acquisition to create outstanding reten- tion by fulfilling all management hiring requirements. Being strategic by identifying talent outside and inside the company. Always sup- porting old and new hires.

- HRIS/HR Administration - Worked on developing efficient processes and reporting to achieve excellent performances. Managed HR systems and cross functional processes when needed. Offering support to finance and vendor departments.

- Advanced Organizational Development - Keeping employees motivated and engaged by supporting a positive culture. Work together with management to have excellent employee performance. Supporting business strategy by developing due diligences and integration practices. Developing and implementing programs for recognition, management training and performance management.

- Benefits as well as compensations - Have worked to improve the company’s performance by, doing analysis, changing designs, bud- geting evaluations, training as well as further training, modeling, keeping great broker and vendor relations and strategizing develop- ment.

- Experienced managing, working and traveling between multiple locations in order to perform all responsibilities related to my positi- on, being an executive self-motivated and good directed.

-Working with Finance Departments in correlation with all management, helping to elaborate regular & multi-million budgets and analy- ze each situation to maximize results.

- Served as an HR consultant, coach and advisor with good communication skills, building trustworthy relations between employees, management, solving needs and issues in all areas of responsibility; providing leadership/direction, performance management, em- ployee relations, personal coaching, in all functional areas related. Continually looking for effectiveness/efficiency in HR. I conduct re- gular evaluations and improvements in order to adequate to the circumstances with the best practices and correct counseling and gui- dance.

- Business partnership -Self-belief in the personal ability to make a difference to the business

• Belief in the value of the HR function.

• Confidence to have a strong point of view and express it even if it proves unpopular.

• Knowledge and experience of the business and its intricacies and an ability to communicate in business terms.

• An ability to build long-term, trusting relationships with clients and with HR colleagues.

• A focus on delivering business outcomes through making best use of the whole HR function and acting as a strong role-model for the rest of the team.

- Working with HR Matrix- Electiveness of HR Functions, developing company’s core competence, HR Metric & Human Capital, measuring Key Data, Performance Management, Organizational Development and Structure. With the HR Matrix Organizational Structure promote Project Ex- cellence and the advantages of Centralized HR Function. As an Executive of HR utilizing the New Matrix Management we get the future of organizational Success. When I making the Matrix work, the matrix managers engage the people and cut through complexity; it’s a modern platform to success and effectiveness in HR.

- Labor relations experience - Strong experience in Union Relations, working in a union environment daily. Being one step ahead keeping an excellent union relation avoiding unnecessary conflicts or disputes with good communications. The experience include contract administra- tion enforcement, grievance handling and contract negotiations. Coordinate meetings between Leadership, employees and management team to facilitate dispute resolution process. Studies legislation, arbitration decisions, and collective bargaining contract to assess industry trends. A great experience representing the head of the company in negotiating collective bargaining agreements; prepares personal forecast to protect employment needs

EDUCATION

- Master Degree in Human Resources - ORT University .

- Post Graduate Education in Management and Business.- ORT University.

- Degree in Management and Administration - ORT University.

- Management Development, Marketing, Finance, Executive Economy Strategic Direction, Total Quality Control, Human Resources, Investments - ORT University.

- Hotel Administration - COCAP Institute.

- Labor Relations - Fundasol Institute.

- Human Resources Diploma - Harvard Extension School.

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