Employee Relations Sales

M A R I N A B A H Í A • P L A Z A * * M G - * * • C A T A Ñ O, P . R . 0 0 9 6 2

P HONE ( 7 8 7 ) 7 8 8 - 0 8 6 8 • C E L L U L A R ( 7 8 7 ) 4 0 4 - 0 0 4 4 E - M A I L A D E L V A L L E M A T O S @Y A HOO.C OM ARIEL L. DEL VALLE MATOS

OBJECTIVE

A highly demanding operations and/or human resources professional position where I will be able to contribute to the attainment of Company goals with my education and experience in human resources and labor relations. PROFILE

Results-oriented Operational and Human Resources Executive with 15 plus years of progressive experience in automotive, service, distribution and communications industries. Primary areas of expertise include Operations, Marketing Strategy, Sales, Service, Distribution, Warehouse, strategic consulting in Labor Relations, Collective Bargaining, Staffing, AA, EEO, Environment, Health, and Safety (EHS), Compensation and Benefits Administration, Workforce Planning, Workforce Development, Recruitment, Administration of Collective Bargaining Agreement, Employee Relations, HR Practice Design. Major professional achievements include turning around an automotive business operating in red numbers to a fully profitable and sustainable one, negotiating collective bargaining agreements and benefit programs, implementing an occupational safety and health program, implementing training and development programs, managing retirement plans and ensuring the most comprehensive program at the lowest cost possible. WORK EXPERIENCE

November 2015 – January 2020 Cabrera Auto Arecibo, P.R. Operations & Human Resources Director – COO / 65 hours per week Cabrera Auto represents ten new car brands (Chrysler, Dodge, Jeep RAM, Ford, Nissan, GMC, Chevrolet, Cadillac and Buick) and used cars in the sales and Parts & Service side. In my roll, I was responsible of executing the company’s business plans, according to the established business model. Collaborated with the CEO in setting and driving organizational vision, operational strategy, and actual and future hiring needs. Translated strategy into actions to achieve performance and growth goals in each department. Worked on the organization-wide goal setting, performance management, and annual operating planning. Oversaw company operations and employee productivity, building a highly inclusive culture ensuring team members thrived and organizational outcomes were met. Ensured HR Department performed effective recruiting, onboarding, professional development, performance management, disciplinary actions, and retention for a challenging automotive industry. Developed actionable business strategies and plans that ensured alignment with short-term and long-term objectives developed in tandem with Cabrera’s owner. Directly oversaw daily operations of the company, HR, IT, Marketing, Sales of new and used cars, Financing, Parts & Service Call Center and accounting. Oversaw marketing initiatives and implemented better business practices for better client retention and maximize profitability. Maintained and built trusted relationships with manufacturers, local banks, key customers, clients, partners, and stakeholders. Lead the company's cost reduction initiative, and introduced tactical initiatives to address theft and other losses. Assured that the Finance Department prepared timely and accurate financial performance reports to measure operations performance on a daily basis. Monitored invoices, money handling procedures, accounting and bank processes. Participated in expansion initiative (investments, acquisitions, corporate alliances etc.), monitored performance of sales (front and back end) with tracking and established corrective measures as needed, and prepared detailed reports, both current and forecasting. Optimized Cabrera's operating capabilities, employed strategies to maximize customer satisfaction and managed marketing initiatives.

In 2015 and 2016, successfully designed and implemented a reorganizational and restructuration strategy for the entire organization to turnaround the losses of millions of dollars of the last two years (2014, 2015).

Designed and implemented a Reduction in Force (RIF) of over 100 employees in a period of 6 months with no legal consequences.

Lead a cost reduction initiative that brought over $1,000,000 in savings to the bottom line.

Redesigned, with other company leaders, the business plan to ensure the maximization of all company resources and set new goals and targets by department.

Analyzed, reviewed and updated pay plans in all levels of the organization to ensure the profitability of each business segment.

Reduction of 95% labor actions against the company.

Reduction of 90% client’s claims against the company in DACO. In 2016 the company had 200 cases in DACO vs 20 cases in 2020.

Analyzed and designed a strategy to successful negotiate with the Health Insurance company to bring a permanent reduction of $60,000 annually with no increases in the last four years. This represented an ongoing cost reduction of over $350,000 in four years while maintaining the same plan coverage.

Established data preservation and system redundancy to assure business continuity in case of a national emergency ARIEL L. DEL VALLE PAGE

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like Huracan María.

Created a Maintenance facility department responsible of maintaining facilities and equipment of all locations in good conditions.

Created an EHS program across the entire organization to reduce and eliminate risk in the workplace, especially in the workshops.

Created a new Business Development Center (BDC) to increase and improve sales and service appointments.

Implemented a new CRM program for sales to better manage the customer information and increase campaign effectiveness.

Developed a Marketing Department to establish the strategy of each business segment with less agency dependence in order to lower costs.

Implemented continuous revision of our recruitment strategy in social and offline media to improve results in identifying and attract the best candidates.

Implemented continuous revision of our marketing strategy in social and offline media to improve results in sales and in the bottom line.

Increase car sales volume by 49%, from 235 units/month (2016) to 350 units/month (2018-2020) on average as well the gross profit of new and used cars.

Increased Fleet penetration in the private sector with our ten new car brands.

Increased product penetrations in back end sales through continuous training of F&I team and establishing clear goals for the department.

Measured and controlled, on a daily basis, the amount of days in Contract in Transit (CIT) to ensure we received money from car sales quickly.

Implemented a Used Car Operation Department responsible of the reconditioning of the used cars (mechanical and detailing) to improve the profitability of this business segment.

Implemented, under the Used Operation Department supervision, a wholesale gain strategy to increase bottom line revenues.

Created an aging used car policy that maximized the gross profit of each sale, reducing the losses of old over stock inventory.

Created a new structure in the parts department to promote accountability of the purchase and sales areas (front and back counter).

Increased retail parts sales by 46% in front and back counter, from $425,000 to $620,0000 monthly with an overall gross margin of 30%.

Strengthened the wholesales parts segment with a dedicated sales executive specialized in body parts with 22% of gross profit.

Reviewed and updated service menu to improve sales in pay labor in the service drive.

Establish and leave running, a sustainable operation in all business segments, which can adapt to changes in the economy and can continue operations in case of an emergency situation. July 2013 – November 2015 Strategic Labor Alliance Corp. San Juan, P.R. Senior Business Consultant / 40 hours per week

Strategic consulting in Labor Relations, Human Resources and EHS. Handled employee and labor relations issues for our clients. Provided strategic advice in areas of contract negotiation, contract administration and positive employee relations. Assisted in day-to-day contract administration issues such as grievance processing and providing interpretative guidance to management. Provided coaching and counseling support to management in the labor relation area. Assisted in preparing for arbitration proceedings. Performed, candidate’s evaluations, interviews, recruiting, terminations, employees’ manual, disciplinary actions, collective bargaining, union avoidance. Verified the clients' employee files for compliance with labor laws. Octubre 2011 – July 2013 Telemundo of Puerto Rico / NBC Universal San Juan, P.R. Human Resources Director / 55 hours per week

Responsible of managing all the human resources functions such as candidate evaluations, interviews, recruiting, compensation, employee evaluations, performance improvement plans, termination, employees’ manual, disciplinary actions, trainings and labor relations. Provided advice to management on strategic staffing plans, employee relations, workforce planning, workforce development, payroll, benefits administration, budget preparation and administration of the HR department, compensation, personnel development, building maintenance and keeping, vehicle fleet maintenance and building and premises security. Coordinator of the Affirmative Action Plan. In charge of the administration and implementation of the succession planning based on the Organization Strategic Plan. Negotiated with health, long-term disability, pension plan, defined benefit plans, and life insurance providers. Designed coverage requirements, and analyzed coverage options to determine best alternative. Implemented and reinforced disciplinary actions, verified employee evaluations and assisted with any work related issue. Prepared statistical reports related to the human resources as over time, leave balances and time and attendance to assure the right management. Managed and guided supervisors and managers with respect to Human Resources issues and the administration of the Collective Bargaining Agreement of the UPAGRA (Union). Assured compliance with local and federal labor laws. Implemented policies and procedures in accordance with company objectives. Analyzed budget for special projects to determine its viability. Served as liaison between employees and management, and between the Union and management. Interacted directly with the Union’s Delegates and Union’s Officers with respect to their claims. Member of the negotiation committee of the Collective Bargaining Agreement.

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Updated the occupational safety and health program in compliance with the regulatory agencies.

Implemented healthcare fairs and orientation programs contributing to a reduction of 8% in the utilization of the health plan.

Reduced the company cost of the healthcare plan in 13% ($130,000 p/y) for the fiscal year 2012 and 2013.

Successfully negotiated a new Collective Bargaining Agreement contributing to more operational flexibility and a reduction in the impact for the company operational costs.

Reduced the grievances in more than 30% contributing to a reduction in legal costs. June 2005 – October 2011 Televicentro of Puerto Rico (WAPA TV) Guaynabo, P.R. Human Resources Director / 50 hours per week

Responsible of managing all the human resources functions such as candidate evaluations, interviews, recruiting, employee evaluations, termination, employees’ manual, disciplinary actions, trainings and labor relations. Principal responsibilities included staffing, employee relations, payroll, benefits administration, compensation, personnel development and security. Coordinator of the Affirmative Action Plan. Designed coverage requirements, and analyzed coverage options to determine best alternative. Implemented and reinforced disciplinary actions, verified employee evaluations and assisted with any work related issue. Prepared different statistical reports related to the human resources. Revised and assisted supervisors and managers with respect to Human Resources issues and the administration of the Collective Bargaining Agreement of the UPAGRA (Union). Assured compliance with local and federal labor laws. Implemented policies and procedures in accordance with company objectives. Analyzed budget for special projects. Served as liaison between employees and management, and between the Union and management. Interacted directly with the Union’s Delegates and Union’s Officers with respect to their claims. Member of the negotiation committee of the Collective Bargaining Agreement.

Created and implemented performance appraisal for the administrative personnel.

Successfully implemented seminars for supervisors and managers.

Created and implemented a Health and Safety Program (EHS).

Created and implemented a Wellness Program.

Implemented healthcare fairs and orientation programs contributing to a reduction of 25% in the utilization of the health plan.

Reduced the company cost of the healthcare plan in 10% ($100,000 p/y) for the fiscal year 2009 and 2010.

Reduced the company cost of the long-term disability by 32% per year for the next three years (2009, 2010 and 2011).

Successfully negotiated a new Collective Bargaining Agreement contributing to more operational flexibility and a reduction in the impact for the company operational costs.

Reduced the grievances in more than 50% contributing to a reduction in legal costs. July 2003 – June 2005 Autoridad de Acueductos y Alcantarillados Caguas, P.R. Human Resources Manager - East Region (1,300 employees approx.) / 50 hours per week General supervision of the tasks of the different employees of the Human Resources Department. Gave support to supervisors and managers of different areas of the East Region with respect to Human Resources issues and the administration of the Collective Agreement of the UIA (Union). Interacted directly with the Union’s Leaders and Chapters’ Presidents of the East Region with respect to their labor claims. In charge of the medical relocations in accordance with the Collective Agreement of the UIA and the doctor’s recommendation. Coordinator of the Affirmative Action Plan for the East Region. Gave support in the payroll and licenses process. Performed investigations, analysis and prepared recommendations of disciplinary cases in the Region in accordance with the Collective Agreement of the UIA. Prepared different statistical reports related to the human resources and analyzed cases of overtime to determine if the payments proceeded. Coordinated special projects with auditors.

Created and implemented new methodology for the analysis of the headcount and the overtime.

Implemented new methodology for the investigations of the grievances.

Provided support in the implementation of a new program to reduce the time of the recruiting process of new employees. October 2001 – July 2003 Golden Care, Inc. San Juan, P.R. Operations Director, 2002-2003 / 65 hours per week In charge of security, facilities and communications of central office and the pharmacies. Responsible for contracting the equipment and buildings repairs. Interacted directly with all suppliers related to operations. Directly supervised the transportation department, the warehouse and maintenance employees. Generated and monitored operating budgets for the warehouse and transportation operations. In charge of planning, development and implementation of all the requirements to establish a new pharmacy, including compliance with regulations and layout. Organized and established the logistics of the marketing department activities. Assured the interrelation of the different departments and established strong relationship throughout the pharmacies in different locations.

Established control procedures such as inventory control, shipping and receiving, purchase order control and assure their implementation.

Implemented a new process for the maintenance of the fleet.

Successfully implemented a new procedure for the control of gas expenditure contributing to a reduction in costs. Human Resources Manager, 2001-2002 / 50 hours per week Responsible for establishing, implementing, directing, planning and coordinating all Human Resource programs and activities required to support management. Principal responsibilities included staffing, employee relations, payroll, benefits administration and compensation. Performed general tasks in the human resources area like candidates’ evaluation, interviews, recruiting, employees’ evaluations, employment verifications, termination, and employees’ manual, disciplinary actions. Administered the employees’ manual. Prepared, verified and maintained the employees’ files. Directly supervised the payroll process and the ARIEL L. DEL VALLE PAGE

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licenses accrual.

Created the Human Resources Department and established policies and procedures. ACADEMIC EXPERIENCE

UNIVERSITY/CAMPUS/COLLEGE POSITION COURSES

System University Ana G. Méndez Lecturer Operation & Production Management Universidad Metropolitana- Cupey Campus Desarrollo Empresarial ENMA 101, International Business Universidad del Turabo MANA 350, Teoría Administrativa MANA 210, College of Business Administration Administración de Rec. Humanos MANA 213, Conducta January 2020 - Present Organizacional MANA 230, Relaciones Laborales MANA August 2013 – June 2015 Relaciones Laborales MANA 404 Política y Ética Empresarial MANA 600, Conceptos y

Principios de la Investigación UNRE 101

UNIVERSITY/CAMPUS/COLLEGE POSITION COURSES

System University Ana G. Méndez Lecturer Operation & Production Management Universidad del Este - Carolina Campus

College of Business Administration

March 2008 – May 2008

System University Ana G. Méndez Lecturer Business Policy Universidad del Este - Carolina Campus

College of Business Administration

August 2008 – October 2008

PROFESSIONAL PRESENTATIONS

Two Days Seminar: Cimentando Nuevas Bases para el Liderazgo en Santander Bancorp. – Taller Cumplimiento Laboral. Executive Seminar. Santander Puerto Rico. San Juan, Puerto Rico. August 2014 to September 9, 2014 (13 Sessions). Supervisión Efectiva. Executive Seminar. Telemundo Puerto Rico. San Juan, Puerto Rico. December, 2012. Fundamentos de la Disciplina Progresiva. Executive Seminar. Televicentro de Puerto Rico. San Juan, Puerto Rico. October, 2010.

El Manejo del Convenio Colectivo Desde la Perspectiva de la Administración de los Recursos Humanos. Executive Seminar. Association of Labor Relations Practitiones (APRL). San Juan, Puerto Rico. August, 2010. Fundamentos de la Supervisión Efectiva. Executive Seminar. Televicentro de Puerto Rico. San Juan, Puerto Rico. October, 2009.

La Administración del Convenio Colectivo. Executive Seminar. Televicentro de Puerto Rico. San Juan, Puerto Rico. October, 2008.

Administrando Nuestro Convenio. Executive Seminar. Televicentro de Puerto Rico. San Juan, Puerto Rico. December, 2005. ACADEMIC PRESENTATIONS

La Administración del Convenio Colectivo Desde la Perspectiva Patronal. Conference. College of Business Administration. University of Puerto Rico, Humacao Campus. November 2013. La Administración del Convenio Colectivo Desde la Perspectiva Patronal. Conference. College of Business Administration. University of Puerto Rico, Río Piedras Campus. April, 2010, April, 2009 and April, 2008. ARIEL L. DEL VALLE PAGE

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EDUCATION

Master Degree in Business Administration

Inter-American University of Puerto Rico, Metropolitan Campus February 2007

Concentration: Major in Industrial Management

Final Paper: “El Efecto de los Sindicatos en la Gerencia Operacional Desde la Perspectiva de una Economía Capitalista” Bachelor in Business Administration

University of Puerto Rico, Río Piedras Campus

May 2001

Concentration: Major in Human Resources Management TRAINING

National Automobile Dealers Association San Francisco, USA January 2019 Three days of training about how to improve business operation, client retention, profitability, among others. CERTIFICATIONS

OSHA 30 Hours General Industry Puerto Rico

Introduction to Incident Command System, ICS-100 (FEMA) Basic Incident Command System for Initial Response, ICS-200 (FEMA) CERT and the Incident Command System (ICS), IS-00315 (FEMA) Introduction to Community Emergency, ICS-317 (FEMA) An Introduction to the National Incident Management System, ICS-700 (FEMA) National Response Framework, An Introduction, ICS-800 (FEMA) Introduction to Continuity of Operations, ISC-1300 (FEMA) National Preparedness Goal and System Overview, ISC-2000 (FEMA) PROFESSIONAL ASSOCIATIONS

Society for Human Resources Management Member 2002-Present Association of Labor Relations Practitioners Member of Board of Director 2007-Present SKILLS

• Domain Operations & Sales

• Domain of the local and federal labor laws

• EHS

• Wearhouse

• Call Center

• Budget administration

• Recruitment

• Understanding financial documents

• Analyze data to measure and control of the operation’s performance.

• Organized, highly motivated and hard worker

• Ability to work with minimum supervision and under pressure

• Strong interpersonal, communications organizational and negotiations skills

• Ability to handle simultaneous situations arising in different locations

• Knowledge of Word, Excel, Power Point, Outlook, Internet, SAP, ADP, ITS and POS, Dealer Socket

• Bilingual; Spanish and English

REFERENCES

Available upon request

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