Jeniffer Ferrer

Expert in human resources: labor, union negotiations, training, organizational development, career plans, talent attraction, compensation and benefits, R&D departments, wellness programs, communication. Comprehensively leading plant start-ups by carrying out financial and purchasing activities

HUMAN RESOURCES SENIOR MANAGER at CELESTICA (2023-02 – 2026-04)

Electronic Manufacturing (2,500 employees) Reporting to: HR Director and Plant manager

• Adapt the job descriptions depending on the new customer and audits requirements.
• Led the complete recruitment cycle for several positions, including publishing offers, sourcing candidates through various platforms as LinkedIn, job boards, etc.
• Work closely with hiring managers to understand their needs and ensure the selection of candidates that fit the job requirements and company culture.
• Created the onboarding program and follow up of the newcomers.
• Work with development programs, career paths, and 9 box processes.
• Review compensations and benefits. Make sure the payroll is properly paid.
• Created and followed up wellness programs during the year.
• Reduced turnover 5% in one year and absenteeism in 2 % versus previous year.
• Work, follow and keep under control the HR budget.
• Union negotiations and services for the employees as: medical expenses, canteen, transport, uniforms, etc.
• Deploy in time and manner the communication from different events thru the company
• Support EHS activities

HUMAN RESOURCES SENIOR MANAGER at FRÄNKISCHE INDUSTRIAL PIPES (2021-08 – 2023-01)

Manufacturing of plastic pipes for automotive sector (1900 employees) in 4 sites Reporting to: Head of Global HR

• Reduce absenteeism from 8 to 5% and continue working in better practices
• Coordinate talent attraction since direct labor positions until managers and directors.
• Improve the working environment with wellness programs.
• Implement a professional career program and succession plan
• Development of the global HR & Payroll operations in class organizational performance.
• Created the communication department.
• Take care of the EHS programs and proper legislation to operate in the state.

HUMAN RESOURCES SENIOR MANAGER at COTY - WELLA (2020-02 – 2021-07)

Dye & Shampoo Manufacturing (250 employees) Reporting to: Human Resources Director

• Create internal & external communication about the transition of the company owner.
• Apply the correct legislation of labor relations due to change of company.
• Created the procedures and good management of the pandemic (covid-19)
• Keep the facility working with beauty products during the covid pandemic

HUMAN RESOURCES & EHS SENIOR MANAGER at ITT Technologies (2016-10 – 2020-01)

Brakes pad for automotive industry (700 employees) Reporting to: Human Resources VP

• Start-up hiring strategy to start-up of the business
• Head of all human resources and purchasing activities during the start-up of the project. Integrate the policies and procedures for different departments.
• Success relocation of the expatriate’s employees.
• Created the onboarding program, job descriptions, customer requirements
• Create the evaluation system, career path, and 9 box process.
• Choose the payroll system
• Created the wellness programs.
• Start the relation with the union negotiations and services for the employees as: medical expenses, canteen, transport, uniforms, etc.
• Sourcing of the suppliers for the beginning of operation.
• Keep the KPI´s under control

HUMAN RESOURCES DIRECTOR & EHS MANAGER at ZKW México, S.A. de C.V. (2014-10 – 2016-10)

Car headlight manufacturing, premium market. (900 employees). Reporting to: Mexico operations director

• Start-up of the plant from green field
• Sourcing of the services suppliers for the plant
• Work and keep budget of the department
• Creation of the local policies, compensation packages for the employees
• Manage the project of a line transfer to Mexico facility from Austria.

HUMAN RESOURCES MANAGER at DaikyoNishikawa Mexicana (2012-09 – 2014-10)

Plastic injection of fenders, dashboards, and small parts. (900 employees). Reporting to: Administrative Director

• Start-up of the plant from green field.
• Sourcing of the services suppliers for the plant.
• Created the onboarding program and follow up of the newcomers.
• Work with development programs, career paths, and 9 box processes.
• Review compensations and benefits. Make sure the payroll is properly paid.
• Created and followed up wellness programs during the year.
• Keep the KPI´s under control

HUMAN RESOURCES MANAGER at Plastic Omnium de Bajio S.A. de C.V. (2009-11 – 2012-09)

Plastic injection, fenders. (450 Silao employees / 50 Sils Toluca employees / 100 SILS San Luis Potosí employees). Reporting to: Plant Manager and Human Resources Director

• Proper implementation, design, and assurance of policies, procedures, and systems directed toward achieving human resource goals for a healthy, balanced, and safe work environment.
• Significant contribution to the start-ups of the company for the SILS Centers in Toluca and San Luis Potosí.
• Disengagement of Toluca site to manage the product and lines transfer to San Luis Potosi site.
• Recruitment strategies for hiring of personnel with high potential to management level.
• Work closely with universities and technical schools to manage dual programs.
• Development and presentation of annual training plans.
• Organization of social events to build the public image and recognition of the company.

Psichology – UNIVERSIDAD LATINOAMERICANA (2019)

Master in Personnel Administration – UNIVERSIDAD DE GUANAJUATO (2009)

International Business – INSTITUTO TECNOLÓGICO Y DE ESTUDIOS SUPERIORES DE MONTERREY (ITESM Campus-Irapuato) (2002)