Hi, I’m
Erick Martínez Martin Del Campo
Psychologist
CDMX
Summary
Psychologist with 22 years of experience in Human Resources. Objective. – Contribute to the Human Resources area with my acknowledges in the different areas of my specialty in an organization that values capital and allows its development, to be an active participant in the fulfillment of goals and objectives.
Overview
25
years of professional experience
Work History
Irkon Holdings
Director of Human Resources and Shared Services
10.2023 - Current
Job overview
- Manage the Human Resources department for 700 employees
- Develop Human Resources policies
- Decrease personnel costs by 38%, avoiding duplications and adjusting according to project progress and completion
- Define key positions and succession plans
- Develop short-term incentive programs for sales personnel, increasing productivity by 75%
- Develop short-term incentive programs for executive personnel, promoting greater executive stability and longer-term commitment
- Develop variable incentive programs for administrative staff
- Establish a training program focused on personnel development, creating succession plans for key positions within the organization
- Recruit and select managerial positions internally, resulting in savings of 1.5 million pesos over 6 months
- Address group and union issues to ensure operational continuity
- Implement safety and hygiene measures and programs
- Modified the company induction program, enabling employees to immediately and efficiently engage in their job activities upon hiring
- Develop an expatriation program
- Implement a Human Resources system with web-based incident reporting and electronic attendance tracking
- Save 1.6 million pesos on executive and utility vehicle purchases through reallocations and lease agreements with employees
- Analyze and establish policies for saving on personnel expenses
- Identify payroll discrepancies between periods
- Establish additional benefits at no cost to the company, including employee offers from various companies and negotiating free training through chambers of commerce.
- Maintained human resources regulatory compliance with local, state and federal laws
- Maintained company compliance with local, state, and federal laws, in addition to established organizational standards
- Structured compensation and benefits according to market conditions and budget demands
- Developed succession plans and promotion paths for staff
- Maintained optimal staffing levels by tracking vacancies and initiating recruitment and interview processes to identify qualified candidates
- Developed comprehensive employee training programs, resulting in a more skilled workforce
- Implemented competitive compensation packages, attracting top-tier candidates and retaining valuable employees
- Enhanced company culture by promoting diversity and inclusion initiatives
- Increased employee engagement with open communication channels and regular feedback opportunities
- Optimized workforce planning strategies to align staffing levels with business needs efficiently
- Managed the onboarding process, providing new hires with necessary tools for success from day one
- Collaborated on hiring and training of new employees, professional growth of staff and team building and motivation
- Coordinated and worked with management on performance evaluations, supervisory practices, dispute resolution, and employee accountability
- Established performance management systems to align individual goals with organizational objectives
- Coordinated professional development programs that resulted in enhanced employee skills, boosting internal promotions
- Managed complex employee relations issues, reducing legal risks and maintaining a positive work environment
- Mitigated risk exposure through diligent workplace safety practices and proactive policy enforcement
- Created succession planning strategies to ensure leadership continuity and long-term success
- Directed each phase of hiring process, encompassing employment verification, employee relations investigations, criminal background checks and onboarding
- Implemented data-driven decision-making processes within the HR department to identify areas of improvement
- Negotiated favorable contracts with vendors, maximizing the value of HR services received while minimizing costs
- Maintained "open door" policy to encourage employee communications and resolution of issues
- Oversaw benefits administration, ensuring compliance and cost-effectiveness of offerings
- Fostered strong relationships between human resources staff members, encouraging collaboration on projects
- Ensured compliance with all relevant labor laws, protecting both employees'' rights and the organization''s interests
- Conducted thorough job analyses to develop accurate position descriptions and salary structures
- Streamlined recruitment processes for increased efficiency in hiring top talent
- Led HR department restructuring, optimizing team resources for improved productivity and effectiveness
- Improved employee retention by implementing strategic HR initiatives and conducting regular staff evaluations
- Directed hiring and onboarding programs for new employees
- Interviewed potential hires, negotiated salaries and benefits and performed reference checks
- Coordinated and engaged with leadership in planning and organizing calendars, events and activities
- Educated employees on company policy and kept employee handbook current
- Coordinated work activities for HR managers, specialists and recruiting agents
- Provided updates on HR policy changes to employees to satisfy compliance and state laws
- Performed administrative and customer service functions by responding to general employee inquiries, addressing employee relations issues and scheduling meetings
- Managed other HR staff and oversaw completion of tasks and initiatives
- Processed employee claims involving performance issues and harassment
- Participated at strategic and operational level to develop and strengthen human resources services, relationships and mission
- Met with employees annually for progress reviews and performance assessments
- Liaised between multiple business divisions to improve communications
- Directed job fairs to bring in local talent for long term and seasonal positions
- Evaluated human resources structure and plan for continual improvement and offered individuals professional and personal growth opportunities
- Recommended appropriate resolutions to employee relations concerns and handled disciplinary issues and investigations of misconduct
- Wrote employee manual to cover company policies, disciplinary procedures, code of conduct and benefits information
- Designed and implemented region-wide recruitment, behavior-based interviewing and skill matching procedure, decreasing employee turnover
- Conducted company-wide town hall meetings to convey updates
- Spearheaded shared governance and collaboration on employee relations, HR administration, collective bargaining agreements and related HR topics
- Followed programs closely to assess effectiveness and make proactive changes to meet changing demands
- Collaborated with stakeholders across organization to maintain proper flow of communication and execution of planned initiatives and projects
- Conducted investigations and assisted with handling employee complaints involving Affirmative Action and EEOC to promote equitable workplace
- Designed robust compensation and benefits packages to attract top employees
- Fostered cross-functional relationships to connect managers and employees and improve overall efficiency
- Established critical strategic partnerships with several private equity agencies to provide full HR services to portfolio companies
- Worked with managers to achieve compliance with organizational policies, providing clarifying information and recommending necessary changes
- Enhanced team workflows and employee job satisfaction by coordinating communication between managers and employees
- Identified and implemented appropriate strategies to increase employee satisfaction and retention
- Discovered and resolved complex employee issues that affected management and business decisions
- Recruited top talent to maximize profitability
- Facilitated successful policy implementation and enforcement to maintain legal and operational compliance
- Created and implemented forward-thinking initiatives to improve employee engagement
- Distributed employee engagement surveys to identify areas of improvement
- Developed comprehensive process for new hires and reviewed new hire productivity, optimizing onboarding effectiveness
- Coordinated technical training and personal development classes for staff members
- Fostered positive work environment through comprehensive employee relations program
- Instructed senior leaders on appropriate employee corrective steps
- Updated training processes by reviewing existing documentation, leveraging feedback from associates and working with legal and compliance teams
- Utilized compliance tools, corrective actions and identification of deficiencies to mitigate audit risks
- Devised hiring and recruitment policies for [Number]-employee company
Minera La Negra
Human Resources Director
03.2021 - 10.2023
Job overview
- Reactivation of payroll processes, paramedic brigades and security issues in the mining unit
- Operate the Human Resources area for 300 employees
- Reduction of social security contingencies by more than 20 million pesos
- Reduction of accidents in the unionized personnel work by 80%
- Negotiation of different issues with the union denominated 302 section
- Develop Human Resources policies
- Settlement and payment of debts of unionized employees
- Development and definition of career plans
- Define key positions and replacement letters
- Develop long-term incentive programs for executive staff, generating greater executive stability and commitment for a longer period
- Develop variable incentive programs for administrative staff
- Recruit and select management positions
- Address group and union problems, avoiding lack of continuity in the operation
- Implement Safety and Hygiene measures and programs
- Develop company induction programs, which allow employees to start their duties from day one with the necessary tools and knowledge of the organization
- Prepare salary tabulators
- Analyze and establish personnel expense savings policies.
HYCSA Group
Human Resources Director
01.2015 - 07.2020
Job overview
- Operate the Human Resources area for 1000 employees
- Develop Human Resources policies
- Define career plans
- Define key positions and replacement letters
- Develop long-term incentive programs for executive staff, generating greater executive stability and commitment for a longer period
- Develop variable incentive programs for administrative staff
- Develop a training program focused on staff development, generate replacement letters for key positions in the organization
- Recruit and select management positions
- Address group and union problems, avoiding lack of continuity in the operation
- Implement Safety and Hygiene measures and programs
- Develop company induction programs, which allow employees to start their duties from day one with the necessary tools and knowledge of the organization
- Develop expatriation program
- Implement Human Resources system, with web incidents and electronic attendance reporting
- Prepare salary tabulators
- Analyze and establish personnel expense savings policies.
Sid Group
Human Resources Manager
02.2014 - 08.2014
Job overview
- Serve 700 operators, workshop and administrative personnel
- Restructure the Human Factor area, obtaining a 50% increase in staff attention and an increase in the recruitment and selection of operational personnel by 50%
- Develop the policies and procedures of the Human Resources department, defining a strategic role within the operation and giving clarity to the processes for internal and external clients
- Develop and implement a strategy for talent retention in the company, knowing the needs of employees and providing a quick response and continuous monitoring, achieving a 10% decrease in staff turnover
- Develop a training program focused on accident reduction and customer focus, increasing customer satisfaction through the merchandise transportation service, avoiding losses in the operation
- Recruit and select personnel for middle management, management and typical positions
- Address group and union problems, avoiding lack of continuity in the operation
- Implement Safety and Hygiene measures and programs
- Develop company induction programs.
UNNE Corporation
Human Resources Manager
03.2012 - 02.2014
Job overview
- Serve 1000 employees, operators, workshop personnel, mining and administrative personnel, and renovation plant personnel
- Restructure the Human Factor area, obtaining a 50% increase in staff attention, reducing the department's operating cost by 20%
- Implement variable compensation in accordance with the company's strategy, both for operational and administrative personnel, increasing productivity by 10% and reducing accidents by 20%
- Develop the policies and procedures of the Human Resources department, defining a strategic role within the organization
- Develop and implement a strategy for retaining talent in the company, knowing the needs of employees and providing a quick response and continuous monitoring, achieving a 7% decrease in staff turnover
- Update and adjust the salary schedule and staff alignment according to their functions, having an internal equity of 95%
- Recruit and select personnel for middle management, management and typical positions
- Address group and union problems, avoiding lack of continuity in the operation
- Develop programs such as Job Posting, scholarships for employees' children, flex time and different types of soft benefits for employees
- Implement Safety and Hygiene measures and programs
- Develop company induction programs
- Prepare personnel budgets
- Develop training and personnel development programs aligned with the company's productivity, developing the skills of operational and administrative personnel, reducing response times in the operation
- Development of personnel strategies to increase the production of the renewal plant
- Training personnel to reduce losses in renovation plants
- Participation in a project to start the operation of a crushing train, covering the safety and training needs for the management of the equipment
- Implement a 0-tolerance program for the theft of company materials.
Mortgage Vértice
Human Resources Manager
02.2010 - 03.2012
Job overview
- Supervise national payroll and social security, established the necessary controls to avoid errors in the payroll as well as any deviation
- Reduce personnel administrative costs by 5%
- Implement variable compensation in accordance with the company's strategy for sales and collections staff, with achievement of goals and quality results, increasing the productivity of the staff in each of the areas
- Develop a personnel expense budget in line with the company's real premises, reducing the differences between the actual and the budget from 30 to 5%
- Develop policies and procedures for the Human Resources department, through the policies the growth of contingency for vacations not taken was stopped, which involved a sum of $690,000.00 pesos
- Develop and implement a strategy for retaining talent in the company, through staff development plans, achieving replacement letters for 30% of key positions
- Simplify Human Resources processes, making a more efficient area with greater results for the organization
- Update and adjust the salary schedule and staff alignment according to their functions, generating internal equity in areas and the company in general
- Recruit and select personnel for middle management, management and standard positions, analyzing the job profiles of different areas, achieving a reduction in personnel turnover by up to 50%
- Manage general services by establishing preventive maintenance plans in the Mexico City offices
- Carry out a communication and change management process in the face of a company restructuring process.
Tresalia Capital
Human Resources Manager
07.2008 - 02.2010
Job overview
- Implement the Human Resources department, overseeing labor relations, compensation, benefits and general services
- Develop fixed compensation and benefits policies
- Audit payroll processes
- Audit IMSS processes
- My most important achievements were developing efficient processes, implementing payroll through Outsourcing, providing reliability and continuity of payment to staff, through web portal access to automate processes and at the same time comply with federal and local laws
- Likewise, carry out the change and sign contracts for Tresalia Capital staff, thereby giving the company greater legal certainty in the event of any contingency
- Develop and implement tabulators and compensation policy for companies dedicated to construction within the group
- Policies and procedures for hiring operating personnel for the company's aircraft will be established
- Recruit, select and hire key personnel for 3 group companies
- Develop the policy for assigning executive cars to management levels in the organization
- Develop the annual bonus program, according to the company's objectives based on risk control of the activities carried out.
Air Sea Worldwide
HR Generalist
06.2007 - 07.2008
Job overview
- Develop Human Resources policies and procedures, including compensation and benefits schemes
- Participate in 100% of the personnel recruitment and selection process
- General Services, perform analysis of suppliers, offices and work furniture.
Mexican Maritime Line
Human Resources Manager
03.1999 - 06.2006
Job overview
- Recruit and select personnel for middle management, management, and typical positions, analyzed the job profiles of different areas, achieving a reduction in personnel turnover by up to 50%
- Implement the self-application process for employees, ensuring that internal candidates participated in 80% of the company's vacancies
- Supervise national and foreign payrolls and social security, establish the necessary controls to avoid errors in the payroll as well as any deviation, also serve as a liaison between the Accounting and Human Resources areas, to clarify issues related to payroll and budget
- Prepare personnel budgets for three companies in the group, with a maximum deviation of 2% against the actual budget, establishing the necessary controls to avoid deviations in each year
- Analyze and calculate different scenarios in salary and compensation review processes for the three group companies
- Implement SAP HR for Mexico, I managed to ensure that 100% of the employees were integrated into the system and that their information was consistent with the payroll budget and personnel files
- Register three companies in the Mexican Institute of Social Services, as well as structuring the payroll and Human Resources processes for each of them
- Prepare the policies and procedures of the Human Resources department
- Manage expatriate personnel, supervise payroll in different currencies, assist in visa processing, assist in the payment of taxes and social charges abroad, update and monitor salary levels in Mexico for eventual repatriations, administer benefits stipulated in their employment agreements
- Expatriation as well as those that correspond to him in the country of assignment, repatriate by contract terms or by company requirements
- Assist expatriates with everything related to their expatriation and labor issues in Mexico.
Education
Universidad IntercontinentalCDMX
Bachelor of Arts from Psychologist
05.2001
Skills
Human resources administration
Additionaleducation
- Finance for non-financial by ITESM
- Root cause analysis by 8 Ds methodology
- Assertive Communication
- Leadership
- Dimensional Interview
Others
Office XP, Office 2000, SAP, Psicowin, Psychometrics tests.
Academicformation
- 1994-01-01, 1998-01-01, Bachelor’s Degree on Psychology, Intercontinental University
- 2020-01-01, Current, Master’s Degree on Administration, TecMilenio University
Languages
English 85% spoken and written
Timeline
Director of Human Resources and Shared Services
Irkon Holdings
10.2023 - Current
Human Resources Director
Minera La Negra
03.2021 - 10.2023
Human Resources Director
HYCSA Group
01.2015 - 07.2020
Human Resources Manager
Sid Group
02.2014 - 08.2014
Human Resources Manager
UNNE Corporation
03.2012 - 02.2014
Human Resources Manager
Mortgage Vértice
02.2010 - 03.2012
Human Resources Manager
Tresalia Capital
07.2008 - 02.2010
HR Generalist
Air Sea Worldwide
06.2007 - 07.2008
Universidad Intercontinental
Bachelor of Arts from Psychologist
05.2001
Human Resources Manager
Mexican Maritime Line
03.1999 - 06.2006
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