Alfredo Arroyo Ríos

To keep growing professionally using my knowledge and skills acquired in Human Resources Area to teach the future HR teams ( The next Generation ) and providing my family with the necessary satisfactoriness for a life plenty of opportunities.

Senior HR Manager - RPS / FTS Martinrea

(2023-09 - 2026-05)

Fluids Lines, Brazing Welding and Assembly Process. Green-field 310 Headcount. Responsibilities: Labor Relations, Training and Development, Recruiting and Selection, Personal Services, EHS, Plant Protection.

• Headcount Increase
• HR Systems in place and building HR Structure
• Collective Contract Review ( CTM )
• IATF Certification / CTPAT
• Budget development
• Leadership Performance Evaluation (Group Leader Focus)
• Turnover Action Plan (Most of 30 Initiatives)

Senior HR Manager - Motherson PKC Torreon

(2021-11 - 2023-09)

Electrical wire assembly Process. 3350 Headcount. Responsibilities: Labor Relations, HR Audit, Engagement Action Plan, RH processes Standardization.

• Turnover Reduction 8.5% Vs 4.5%
• HR Engagement Action Plan (20 Actions)
• Collective Contract Review ( CROM )
• Selection Process Redesign ( Blue collar)
• Production Team Leader Tool Kit ( Little Book )
• Leadership Performance Evaluation ( Manufacturing Areas Application )

HR Director - Saint-Gobain Sekurit - Cuautla Plant, Morelos state; Saltillo Plant, Coahuila State; Valle de Santiago Plant, Guanajuato State

(2018-04 - 2021-09)

Automotive Glass and Assembly Process. 3250 Total Headcount across three facilities: Cuautla Plant, Morelos state 2300 HC; Saltillo Plant Green Field Coahuila State 600 HC and Valle de Santiago Plant, Guanajuato State 350 HC. Responsibilities: HR Organizational Redesign, Labor Relations, People Development Pillar and Safety Pillar, Coach and Support for the HR Managers, RH processes Standardization.

• Cultural Change Strategy in place ( 5 Values )
• HR Organizational Structure Define
• Identification and development talent ( High-Hide-Key-Expatriate-New and Mentor Talent)
• HR Process Map ( 18 HR Audit steps)
• Measure and improvement our Organizational Environmental
• Build a Learning Organizational ( New Performance Evaluation Process Running – Orientation Process – Promotion Process and others)

HR Director - Magna Exteriors Mexico and Magna Interiors Mexico - Cuautitlan, Toluca, Celaya, Saltillo, Hermosillo, Queretaro

(2013-09 - 2018-04)

Injection, Painting and Assembly Process. 6500 Total Headcount. Exteriors and Interiors Magna Division ( 9 Facilities ): Cuautitlan Plant / 1850 HC; 4 Facilities in Toluca 2300 HC, Celaya Plant / 450 HC; 2 facilities in Saltillo / 800 HC, Hermosillo Plant / 450 HC and Queretaro Plant Green field in Queretaro State / 650 HC.

Responsibilities: EOS / Environmental Survey, Labor Relations ( 7 different Unions ), Hot lines Procedures, Internal Investigations, Good Business Line, Safety and Ergonomics Commission in place, Coach and Support for the HR Managers, Magna Procedures and Programs in place.

• Standardization HR Procedures
• Union Contract Negotiation under Budget ( CTM, CTC, FRETEM and CROM)
• Zero labor Sue
• HR Process Map ( 12 Elements)
• HR Manager Orientation Process Implemented
• HR Assessment in place

Human Resources Manager - Magna Mechanisms - Saltillo, Coahuila, Mex; Special Support in Bello Horizonte, Salvador Bahia and Sao Paulo, Brasil

(2008-05 - 2013-09)

Welding, Stamping and Assembly Process. 650 Headcount. Special Support in Bello Horizonte, Salvador Bahia, Sao Paulo, Minas Gerais and Camassari Brazil. Responsibilities: Labor relationships/ Governmental and Union negotiations ( CTM ), Organizational and Talent Development, Occupational Health and Safety, Payroll administration, HR Assessment Administration.

• Ideas and Suggestions Program Development ( More than 200 ideas by month )
• Evaluation Process Improve ( We redefine the procedure )
• Reduce the Hiring Process ( 3-4 weeks)
• Turnover reduction 75% and Absenteeism significant reduction ( 0.24% YTD)
• Contract Union Negotiation under budget (1.5%)
• Budget Reduction ( Turnover / Hiring Process / EPP )
• Organizational Redesign on board ( Group Leader/Prod.Supervisor)
• Indirect Employees Career Plan

Human Resources Manager - Cooper Wiring Devices - Cuautitlan, Estado de Mexico, Mex

(2006-05 - 2008-05)

Electronics and Assembly Devices. 850 Manpower. Responsibilities: Labor relationships/ Governmental and Union negotiations ( CTC), Training and Development Talent, Occupational Health and Safety, Payroll administration, Integration and organizational redesigning Processes.

• Accident and Incident Reduction Rate ( 80% )
• HR Systems Initiative in place ( Politics, Procedure and Programs )
• Compensation Rates and Levels Reduction ( 39 to 16 )
• Improve Relationship with the Union ( CTC )
• Leader Group Initiative implemented
• Managers Developed Process

Human Resources Manager - Lear Corporation - Cd.Juarez, Chih; Ramos Arizpe, Coa; León, Gto; Tlahuac, DF; San Pedro Sula, Honduras

(1996-01 - 2006-12)

Seating, Stamping, Injection, Welding and Assembly Process.

Definite assignments on the following entities: Cd.Juarez, Chih (Del Triunfo Plant, Monarca Plant, CC30); Ramos Arizpe, Coa ( 450 HC/ JIT ); León, Gto ( 380 Employees/ JIT ); Tlahuac, DF ( JIT / 650 HC Jun 2005 -May 2006).

Special

Support in San Pedro Sula, Honduras.

Responsibilities: Governmental and Union negotiations ( CTC, CTM, CROC ), Training and career planning, Occupational Health and Safety, Payroll administration, Integration and organizational redesigning Processes.

• Cultural Change Program in Place
• Turnover Initiative Stared
• Core Curriculum by job working
• Contract Union Negotiation ( More than 25 )
• Different improvements in our budget ( Transportation Services Reduction 15%)
• Selection Process redefine ( Salary goal 30 days)
• High Talent and Hide Talent Process in place ( Succession Plan)
• Evaluation Process Improve ( We redefine the procedure )
• Turnover reduction 75% and Absenteeism significant reduction ( 0.24% YTD)
• Contract Union Negotiation under budget
• Budget Reduction
• Important Projects: Cultural change program, Training and Selection Center development, PROBECAT, Team Building, Manufacturing systems redesigning programs, New businesses launching, Human Resources initiatives: Turnover/ Absences, Human Resources systems, among others

Diploma - Business Administration - Instituto Tecnológico de CD. Juárez (1992-01 - 1997-12)

Diploma - Major Degree on Administration, Degree on Human Resources - Universidad Autónoma de Chihuahua (1998-01 - 2001-12)

Diploma - Master in Organizational Psychology - IEU, Puebla, Mex (2008-01 - 2010-12)