HR Director

**** ********* ****, *******, ** *****

817-***-**** (cell); ***************@*****.***

http://www.linkedin.com/in/DanielZamoraMBA

Career Profile:

Bilingual Global HR Leader with extensive experience playing pivotal roles in driving the strategic and operational HR agenda to support an organization’s ambitious growth and innovation goals in a region. Successful experience with roles that align HR strategies with business objectives, ensuring the effective utilization of resources, and fostering a high-performing culture. Ability to partner with Regional Leaders and other business leaders to enhance organizational effectiveness, build a strong company culture, manage talent, and ensure high levels of employee engagement and relations. Responsibilities include working as a key member of the leadership team, contributing to broader business perspectives and strategies developed by regional leadership. Skills include expertise in Centers of Excellence (COE) and preparations for the transition to a new parent company and ensuring effective Day 1 and post-merger integration (PMI).

Capabilities include providing training and assistance with recruitment and retention strategies, as well as guidance on matters of employee relations; Fostering and ensuring partnerships across HR functions to engage expertise required to both predict human resource needs and diagnose emerging trends; Maintaining a deep understanding of the business including financial position, mid and long-range plans, key environmental factors and competitive indicators; and working closely with assigned Operations leadership and onsite management teams to provide counsel on Local, State and Federal compliance issues and interpretation of company policies and procedures. Proven experience operating with sufficient independence to ensure fairness and objectivity for all employees, embodying an organization’s culture/brand while supporting its vision, mission, and values. Successful ability in advising and providing thought partnership on team dynamics, organizational changes, and planning initiatives while identifying key trends and recommending actions; Partnering with and providing support to HR Business Partners (HRBPs) to ensure successful execution of business programs and initiatives.

Professional Experience:

ITOCHU Building Products Holdings Inc. (IBP) – August 2024 to October 2024

Sr. Manager, Employee Relations (Contract)

An integral and key member of the HR shared services team, overseeing the resolution of workplace disputes, ensuring compliance with labor laws, and fostering a positive work environment. Focusing on ensuring fairness and consistency, serving as a neutral party when handling employee concerns, interpreting and applying company policies, and providing guidance to managers with their employee relations issues. Responsibilities include:

Assisted in updating the Employee Handbook to ensure the clear communication of company policies, values, and expectations, creating a sense of transparency and understanding, which allowed employees to feel more connected to the organization and empowered to perform their roles effectively.

Automated the employee progressive disciplinary process and the performance improvement plan process via the company’s HRIS System (ADP), and tied it to the Performance Management System, which allowed for immediate and sustainable audits to ensure fair and flexible employee engagement tools with the opportunity for continuous improvement.

Responsibilities included, managing all aspects of labor relations, including collective bargaining agreements, negotiations, grievance procedures, and union interactions.

Ensured compliance with federal, state, and local employment laws and regulations, with particular emphasis on California state employment law and Canadian law.

Communicated with managers and employees regarding employee relations concerns; providing guidance and recommendations for resolution of issues.

Counseled leaders on concerns related to applicable Equal Employment Opportunity laws including Title VII, the Americans with Disabilities Act, the Age Discrimination in Employment Act, and other similar federal and state laws.

Acadia Ventures – October 2023 to May 2024

HR Director (Contract)

Completed HR Audit and created HR Strategy, Mission, Vision, and Values with the goal to properly develop and implement the People & Organization strategy.

Established HR Projects for each HR Area of Improvement, to include On-Boarding, Employee Engagement, Talent Acquisition, Talent Management, and Leadership Development.

Implemented Best in Class Programs, Processes, and Systems, including a Talent Management System that will assist the Organization to become “A Great Place to Work.”

Executed talent strategies for high-potential development, succession planning, and collaborating with Senior Leaders for Career Profiles and Planning.

Executed organization wide strategies to improve engagement, retention, and overall positive culture.

Transformed the talent management strategy, including the talent calibration process, leadership development, training initiatives, and facilitating training sessions.

Del Monte Fresh-Cut – February 2020 to August 2023

Sr. HR Manager/Sr. HR Business Partner

Developed and Implemented a Safety Management System (SMS) throughout North America that built an initiative-taking, interactive, and sustainable safety environment for all 30 Del Monte sites to include sites in Canada and Mexico. The SMS successfully reduced the trend of high claims costs in the last 3 years (From $3M+ in 2019 to $500K in 2022).

Took on the challenging role of working at the acquired Mann Packing Companies in California to assist with the Integration Process and to stabilize the Union Relationship with the UFCW after the exit of the previous HR Leadership group. Successfully reduced the monthly average of grievances from thirty (30) per month to two (2) per month, and successfully resolved ten (10) grievances slated for Mediation saving the company about $200K + in legal fees.

Transformed the Talent Assessment and Recruitment Programs for the National Transportation Business (Tricont) that resulted in the reduction of the average open positions from a high of 29 in 2019 to a low of 8 in 2022.

Key member in the successful negotiations of a 5-year Labor Agreement with the Teamsters Union at the Edinburg PA, Location.

Developed and lead the training of the Basic Principles of Leadership Development throughout the South Region, and Corporate Groups such as HR, Quality and Finance which included the development of Individual Action Plans for participants to close the gaps on their Succession Development Plans. As a result, the organization was able to gain new successors and shore up our organizational bench strength in the HR, Quality, and Finance groups.

Human Capital Sanity – July 2017 to February 2020

President/Owner

Assisted in the revamping of the compensation system for Alcon Laboratories that successfully addressed attraction and retention total rewards gaps for the organization.

Developed Standard HR Processes and Systems during company expansion and startup of new stores for El Rancho Supermercado, Grocery Chain, who marketed their products to the Hispanic Community in the U.S. This resulted in the capability of the organization to open one (1) store every two (2) months, instead of one (1) every 5 to 6 months.

Spearheaded the Development of Standard HR Processes and systems during the start-up process for a new Avocado Facility in Morelia Mexico for Del Monte Fresh Produce. This resulted in properly staffing both the administrative roles and the hourly production roles to be able to open the facility on time and on budget.

Farmer Brothers Co. – June 2015 to July 2017

Sr. HR Manager/Business Partner

Served as a consultant and partner to VP HR, Department Executives, Sales Leaders, Sales Operations, Finance and HR Business Partners in the design, development and administration of the organization’s compensation and benefits programs.

Pioneered the organization through benefits program design and development of compensation, equity, retention and recognition programs, and market analysis for 117 locations (branches, distribution, and manufacturing sites) depending on company needs.

Implemented a Sales Assessment (APQ) and corresponding creation of a Total Rewards Package for the Direct Sales and Distribution (DSD) Organization, which was instrumental in the Attraction and Retention of the Right Talent that would help transition the organization into a High-Performing Sales Organization.

A key project team member that assisted with the development of a new organizational design (Channel Sales) that improved individual and organizational performance.

Key project team member that assisted in the development and implementation of the DSD Organization’s Product Value Proposition and “Go to Market” Strategy.

The above three interventions resulted in an increase in DSD customers year over year: An increase of 5% in 2016 and an increase of 7% in 2017.

Zodiac Seats U.S. (Now Safran Seats) - June 2011 to November 2014

Director of Human Resources

A Key team member who spearheaded the successful negotiations of two (2) Labor Agreements with the Teamsters, resulting in no delays of production timelines.

Authored Union Avoidance Strategy and Implemented the necessary Union Avoidance tools for front line leaders at all Non-Union locations in California, and Mexico.

Implemented Talent Assessment Program and an integrated Salary Wage Structure that was aligned with the competitive market for the attraction and retention of the Right Talent. This resulted in having an 80% successor rate for both level 1 and level 2 successors by year 2.

Partnered with CIO to Source and Implement new HRIS and Payroll Systems that created Shared Services to address current and future business needs that were user-friendly, secure, and expandable. This resulted in employee and manager self-service that raised both employee and manager engagement levels by 20% based on employee surveys.

Developed workforce plans and lead their implementation on all sites while advising leaders on strategies to grow talent and develop technical capability pipelines. This resulted in a reduction of the days to fill rate by 5 days.

Executed Recruitment Process Outsourcing (RPO) solution that had successful (85%) fill rate from year one of implementation.

A Key project team member that assisted with the development of a new organizational design (Product Driven Organization) that improved individual and organizational performance as determined by employee surveys, talent assessments, and end of year company results (25% market share increase).

Education & Certifications:

MBA Finance & BBA Business Administration – LeTourneau University.

Human Capital Strategist & Strategic Workforce Planning – HCI Certifications

Leadership Development & Targeted Selection Program Management – DDI Certifications

Six Sigma Green Belt Certificate Program – Villanova University

Tech Experience – ADP, SAP, Kronos, Oracle, JD Edwards, MS Office (Outlook, Word, Excel, Power Point, Vizio, etc.)

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