RESUME
LIC. ALEJANDRO ALCANTARA VAZQUEZ
HUMAN RESOURCES MANAGER
OBJECTIVE
TAKE POSSESSION OF THE HUMAN RESOURCES MANAGER
POSITION ON AN IMPORTANT COMPANY, WHICH ALLOWS ME TO DEVELOP MY POTENTIAL, JUST
AS HELPS ME TO RAISE MY FAMILY STATUS. THUS I AM WILLING TO GIVE MY BEST TO
ACHIEVE THE COMPANY GOALS THROUGH THE OBTENTION OF RESULTS.
GENERAL
DATA
ADRESS: Fray Servando 708 – 3 Col. Jardìn Balbuena
TELEPHONES: 57-68-22-13 52-77-87-36
Mob.04455-10-30-06-54
EMAIL: [email protected], [email protected]
WEB PAGE: http://alalvaz.vze.com
DATE OF BIRTH:
STATUS: Married
ACADEMIC LEVEL: BACHELOR OF BUSINESS
ADMINISTRATION
MASTER OF HUMAN
RESOURCES
EXPERIENCE: 15 YEARS IN
DIFFERENT HUMAN RESOURCES AREAS
3 YEARS IN TRAINING
AND DEVELOPMENT
3 YEARS IN
RECRUITING AND PERSONNEL SELECTION
3 YEARS IN WAGES
AND SALARIES
3 YEARS IN LABOR RELATIONS
3 YEARS IN PAYROLL
AND TAXES
COMPUTER
PROGRAMS: WINDOWS, OFFICE,
LOTUS 123, MCBA, S.U.A., FLOW,
HARVARD GRAPHICS,
N.O.I., SICOSS
LENGUAGES: SPANISH
NATIVE FLUENCY
ENGLISH 70% FLUENT
COURSES: SEVERAL
IN THE AREAS OF INDUSTRIAL RELATIONS,
LABOR RELATIONS,
TOTAL QUALITY, SELECTION, ETC.
EXPERIENCE
KENDRICK , S.A. United Kingdom
Position: Human Resources Manager Sep 1999 – Oct
2002
Line of Business: Pharmaceutical
Staff: 300 national.
R
Established Human Resources indicators.
R
Implemented ISO 9000.
R
Improved labor environment.
R
Opportune fulfillment of legal, labor and fiscal dispositions.
PANASONIC MEXICO
Principal: Japan
Position: Human Resources Manager May 1997 – Sep 1999
Line of Business: Electronics.
Staff: 1,200 national. 285,000 worldwide.
R
Established work inner rules and regulations.
R
Established Human Resources politics.
R
Created the Welcome Manual.
R
Implemented ISO 14,000 and ISO 9,000.
R
Imparted Kaizen (Continuous Improvement)
CONSULTORES EMPRESARIALES Principal:
American-Mexican
Position: Industrial Relations Counselor
Nov
1994 – May 1997
Line of Business: Business Advisory.
Staff: 10 advisors.
R
Satisfied customers needs in terms of time and
economy.
R
Handled various aspects of labor relations, such as:
selection, training, wages and salaries.
ASTRA-ZENECA Principal:
United Kingdom
Position: Compensations and Training Manager Jun 1993 – Nov 1994
Line of Business: Pharmaceutical Chemistry.
Staff: 800 national. 300,000 worldwide.
R
Regularized the legal aspect of training regarding
plans and programs, just as the Mixed Commissions of Training and Security and
Hygiene.
R
Accomplished internal equity and external
competitivity in the matter of salaries and benefits.
R
Elaborated collective labor contract.
NACIONAL DE DROGAS (NADRO) Principal: American-Mexican
Position: Human Resources Chief Jan 1990 – Apr 1993
Line of Business: Medicine Commercialization
Staff: 6,000 national.
R
Improved labor environment with the labor union
personnel because of salaries and benefits.
R
Effectively valuated the C.C.T. of several labor
unions.
R
Elaborated the Job Positions Valuation Manual.
R
Designed the Salary Tabulator according to the market
level.
R
Reduced personnel rotation.
R
Incorporated psychometric tests application.
TABACOS MEXICANOS (TABAMEX)
Principal:
Mexican-American
Position: Chief of Personnel Nov 1986 – Dec 1989
Line of Business: Tobacco Production.
Staff: 8,000 national.
R
Created computer automated payroll.
R
Effectively valued collective labor contracts.
R
Implanted the Total Quality System.
R
Covered job openings timely and effectively.
ADDITIONAL INFORMATION
Main skills
developed through the different areas in human resources:
R
Labor Relations:
o
Valuation of collective labor contracts.
o
Negotiation of collective labor contracts.
o
Deal with labor unions and its respective leaders.
o
Attend labor complaints.
o
Prevent labor conflicts.
o
Diagnosis and improvement of the labor environment.
o
Work inner rules and regulations elaboration.
o
Keep track of the work contracts expiration.
R
Wages and Salaries:
o
Market inquiries (Alex Olhovich, Hay, Intergamma,
Salaries Information).
o
Description, analysis and valuation of positions by
points and HAY system.
o
Tabulators elaboration.
o
Wages and salaries administration.
o
Performance evaluation.
o
Company Structure elaboration.
o
Politics, wages and salaries procedures elaboration.
o
Pattern replacement elaboration.
o
Wages and salaries budget.
R
Recruiting and Personnel Selection:
o
Strategy elaboration for human resources designs.
o
Recruiting and selection politics and procedures
elaboration.
o
Initial and deep interviews to candidates.
o
Psychometric tests (Waiss, Cleaver, Minnesota,
Gordon’s Personality Profile and Inventory, Machover, Colors, Domino, Raven,
Barsit, Leadership, etc.) application, evaluation, interpretation and written
reports.
o
Interchange board participation.
R
Training:
o
Training needs detection and elaboration of training
plans and programs.
o
Mixed Commissions of Training, Security and Hygiene
performance and register.
o
Labor Skills Substantiations elaboration.
o
Imparted courses to the sales team, to administrative
operatives, and managers, such as: Sales Techniques, Time administration, Human
Relations, Instructors Formation, Leadership, Team Work, etc.
o
Implanted the Total Quality Philosophy.
o
Handled the internal communication through magazines
and blackboards.
R
Industrial Security and Hygiene:
o
Mixed Commissions of Security and Hygiene
constitution.
o
Talks and courses to prevent labor accidents.
o
Medical service control.
o
Evacuation plans and simulacrums design.
R
Payrolls:
o
Payroll elaboration, manually and computerized (AS
400, I.B.M., N.O.I, S.U.A..)
o
Quittances and liquidations elaboration.
o
Liquidation of laborer-employer shares to the I.M.S.S.
o
I.M.S.S.´ enrolls and drops changes.
o
Differences cedules elaboration.
o
Determination of the work risks primes.
o
Taxes calculation.
o
INFONAVIT, FONACOT and S.A.R.
o
Vacation and assistance control.
o
P.T.U. determination.
R
Others:
o
Industrial dinning room coordination.
o
Vigilance service coordination.
o
General Services Department coordination (Messenger
service, stationery, and cleaning).
