Cynthia Chavez

Human Resources Professional with 15 years of experience in people and business oriented processes in different industries (automotive / manufacturing, banking, financial), leading HR Strategy and contributing with organizations to achieve the next level through the effective guidance and development of leader’s and people's skills and talent.

Human Resources Manager at EATON (2023-01 – 2025-04) Responsible of assuming the good performance of HR processes and full Employee life cycle: Attraction and Hiring, Onboarding, Training, Organizational Development (Culture, Communication, Performance, Development, Succession), Labor Relations, Payroll, Compensation, Benefits, HR QMS Alignment. HR Strategy, HR Planning (Manning), Reporting and Costs Alignment.

• Design and implementation of Hiring And Training Strategy of +600 employees in 6 months for extension of one productive segment with low attrition levels.
• Leadership of Design of internal training and certification process for new operative process.
• Successful transition of new Union to the plant. Negotiation and legitimization of new CBA.
• Redefinition of Organizational Development strategy, to improve labor environment.
• Design and implementation of “Employee Experience” strategy, focused on the improvement of all HR processes on site to make them warmer and as a result, decrease in monthly TO rate from 10% to 5.2% for blue collar employees in 6 months).
• Training and involvement of HR team in ISO HR related processes, in order to increase the awareness of HR Culture focused on “live processes” and as a result, ISO recertification audit– 100% compliance in HR, after 11 years.
• Improvement in the communication perception indicator, by the implementation of new communication strategy.
• Improvement of hiring time responses for white collar employees.

Human Resources

Manager at SCHAEFFLER MEXICO S. DE R.L. DE C.V. (2020-03 – 2022-09) Human Resources life cycle: HR & Business Strategy, Organizational Design, HR Planning, Vision & Culture, Recruitment & Selection, Onboarding & Induction, Training & Development, Labor Relations, Performance Appraisal, Engagement, Compensation & Benefits, Career Tracking, HR Compliance, HR Quality Management System, Employee Services, SEHS and Termination or Transition.

• +800 days without incidents / accidents.
• Savings of 150,000 USD in one year for decrease in the IMSS payment of work risk fee.
• Closing of +20 open labor lawsuits by redefinition of labor strategy.
• Successful negotiations of collective bargaining agreement and successful legitimization.
• Successful implementation of the NOM-035 (psychosocial risk factors).
• HR KPI´s in good shape according to Corporate Standards: turnover, absenteeism, performance and all EHS related.
• Two consecutive years of compliance and customer audits with zero findings.
• +80% of good perception of HR employee services, according to internal surveys.
• Successful transition of transportation supplier.
• Saving of 50,000 USD in two years, by redesigning the internal Training Academy Certification.
• Improvement of Engagement indicator in yearly survey, by design and Implementation of “Employee Experience” project.
• Successful start of new production line transferred from Germany to Irapuato, by hiring and training of 80 operators on time.
• Improvement of hiring time responses for white collar employees. Head of Human Resources at EDAG MEXICO S.A. DE C.V. (2017-08 – 2019-10) Guarantee the alignment of the business vision to the human resources strategy. Establish the standard of Human Resources service and culture within the Organization.

HR full life cycle: recruitment, selection, on boarding, training and development, succession, people and culture, payroll, HR controlling and reporting, HR compliance, internal relations and communication, HR Budget, Personnel costs.

• Successful start up operations of two new locations: Aguascalientes and San Luis Potosí due to new customer projects.
• On time migration of Payroll Process to SAP Module.
• Improvement of HR Reporting Process and Personnel Cost Planning and Tracking per project.
• Savings of 25,000 USD in one year by improvement in employee services (canteen).
• Low Turnover rate in start up of new operation because of Engagement Strategy for new employees.
• Reduction of LTIR indicator, from the improvement in EHS processes. Reporting to Head of Finance.

Human Resources

Manager at HBPO MEXICO, S.A. DE C.V. (2016-07 – 2017-07) Perform a business strategic role through the correct alignment of the HR Strategy and the optimal development of processes oriented to develop leadership and people.

• New startup operations for the plant.
• HR Strategy, Processes and KPIs.
• Organizational development strategy • Organizational culture, performance management, career and development, engagement.
• Training strategy.
• Onboarding, continuous education model, training and internal certifications, competencies scheme.
• Labor Relations and labor union.
• Payroll.

Human Resources

Director at BANCO FORJADORES (2014-05 – 2015-12) Perform a strategic business partner role by aligning the HR Strategy to the overall strategy. Develop and to strengthen leaders on the way to achieve successful results for the business through the proper management of our people. Ensure optimal implementation and execution of HR programs and processes within the organization. HR Planning, Implementation and follow up of strategy and processes for Mexico locations (37 offices).

• Reduction of monthly TO rate from 14% to 6% in the first year and to 4% in the second year.
• Audits 100% compliance from Banking Mexican Commission.
• Start up of 06 new offices in different states of Mexico.
• Improvement of Teamwork and environment in Senior Management Team, by designing and starting a coaching project.

Human Resources

Manager at EISENMANN, S.A. DE C.V. (2012-06 – 2014-06) Reporting to Mexico Director and Global HR VP. Responsible for HR Strategy for Mexico locations (Puebla and SLP) and involved in global HR projects such as the reorganization of global structure, collaborating with team in Germany and Change Agent for SAP implementation project for Mexico.

Human Resources

Coordinator at PROVIDENT SERVICIOS, S.A. DE C.V. (2010-12 – 2012-05) Reporting to HR Manager. After being promoted, I Responsible of the leadership of a team of 5 HR Specialists focused on the right management of HR processes in Head Office (500 employees) and twenty five offices in the states of Puebla, Hidalgo, Tlaxcala, Morelos, Mexico State, and Mexico City (+600 employees) Human Resources Specialst at PROVIDENT SERVICIOS, S.A.

DE C.V. (2009-12 – 2010-12) Reporting to HR Coordinator. Responsible of positive results of HR related processes in twelve different offices located in Puebla, Tlaxcala and Pachuca cities.

Industrial Relations – UNIVERSIDAD VERACRUZANA