RUBÍ LÓPEZ ALZAGA
Senior Human Resources & Talent Acquisition Leader
Mexico,CDMX
Summary
Dynamic and results-oriented Human Resources Leader with over 17 years of expertise in talent acquisition, development, and retention, dedicated to driving organizational growth in diverse, multicultural settings. Strategic approach combines visionary talent framework with continuous improvement initiatives and analytical capabilities to forecast future scenarios, transforming human capital management into a driver of profitability and operational efficiency. Proven success in enhancing human capital performance through innovative solutions such as predictive modeling, data analytics, automation, and AI. Committed to aligning organizational culture with business objectives and fostering authentic connections between employees and the brand while optimizing resources and teams to boost profitability and satisfaction, even amidst volatility and challenges.
Overview
4
4
Certifications
19
19
years of professional experience
Work History
HR Deputy Director (Subdirector RH)
GRUPO TELAT
01.2024 - Current
- Formulate and execute end-to-end talent acquisition, onboarding, and retention strategies across multiple business units, directly scaling profitability and minimizing organizational turnover.
- Serve as a trusted advisor to senior executive leadership to optimize organizational design and cascade a high-performance culture aligned with Great Place to Work methodologies.
- Key Achievements:
- Directed cross-border HR and Talent Acquisition operations for 7 business units across Mexico and the US, fostering a high-performance, collaborative culture that maximized the integration and motivation of a 19-member multidisciplinary team (Digital Marketing, Talent Attraction, Recruitment and Legal Administration).
- Scaled recruitment capacity for high-volume seasonality, successfully processing up to 3,000 monthly applications. Accelerated candidate response times by 80% via Manychat automations and streamlined application pipelines utilizing advanced Monday.com workflows.
- Slashed the end-to-end recruitment lifecycle (Time-to-Fill) by 70% and elevated the candidate experience by spearheading an API integration between the corporate intranet and the psychometric platform, while standardizing projective evaluation frameworks and interview protocols.
- Drove a 75% reduction in new-hire turnover by leveraging predictive analytics across 500+ psychometric assessments. Correlated candidate profiles with employee tenure to define key behavioral competencies for critical roles.
- Pioneered an internal AI-driven language assessment platform aligned with the Common European Framework of Reference (CEFR) to standardize and expedite bilingual proficiency evaluations.
- Optimized organizational profitability and structural HR budgets, reducing the department's headcount by 50% through process automation. Slashed external job board and digital campaign spend by 40%, and negotiated a 30-40% cost reduction in annual HR software licenses.
- Instituted monthly executive leadership reviews to align HR metrics with overarching business priorities, establishing shared cross-departmental OKRs focused on turnover mitigation and operational cost reduction.
HR Manager
GRUPO BOIS
01.2021 - 01.2023
- Built the HR department infrastructure from the ground up, designing annual strategic roadmaps to align leadership needs with frontline employee execution.
- Advised general directors and functional leaders on structural reorganizations to maximize workforce productivity and client satisfaction scores.
- Key Achievements:
- Transformed the full-cycle recruitment process by implementing competency-based interviewing, tailored onboarding kits, and comprehensive culture induction strategies.
- Mapped talent capabilities across the business using the Nine-Box matrix, building proactive succession plans and professional career paths for critical roles.
- Deployed bi-monthly regional engagement surveys, tracking HR delivery metrics and executing action plans that directly resolved internal operational bottlenecks.
- Designed data-driven market benchmarks to evaluate internal compensation structures against supply and demand across diverse labor markets.
Senior HR Generalist
NEWMARK KNIGHT FRANK
01.2020 - 01.2021
- Orchestrated and supervised comprehensive HR initiatives and workforce strategies across Latin America, including Costa Rica, Colombia, Brazil, Argentina, and key Mexican hubs (CDMX, Monterrey, Tijuana).
- Partnered with regional business leaders to equip them with advanced leadership methodologies, conflict resolution, and communication frameworks.
- Key Achievements:
- Led the regional Change Management plan for remote-work transition during the global health crisis, rolling out Microsoft Teams and tracking employee safety protocols.
- Optimized structural budgets by executing the insourcing of corporate payroll operations and successfully negotiating premium corporate health insurance contracts.
- Designed and calibrated a regional competency model, introducing a tiered annual performance evaluation system alongside executive feedback workshops.
HR Manager
SAFRAN MORPHO
01.2013 - 01.2018
- Managed HR operations and full talent lifecycles for five corporate divisions and the CDMX manufacturing plant, ensuring strict adherence to regional and ISO-9001 standards.
- Key Achievements:
- Acted as a core Change Management consultant during the cross-border merger with Oberthur to form IDEMIA, harmonizing regional organizational cultures.
- Championed the deployment of SAP SuccessFactors for performance tracking, incorporating Lumina 360 assessments to identify executive development opportunities.
- Formulated a variable compensation and bonus structure tailored specifically for the commercial sales workforce across Latin America.
- Managed post-valuation leveling via the HAYS Group / Towers Watson frameworks to recalibrate off-market corporate salaries.
HR Executive
GROUP M - MINDSHARE
01.2011 - 01.2012
- Drove HR infrastructure implementation across three media agencies, successfully positioning HR as a strategic business partner.
- Key Achievements:
- Built a modern talent acquisition framework utilizing Evaluatest psychometrics, competency-based interviews, and active referral tracking networks.
- Co-created a regional executive steering committee to synchronize business growth objectives with proactive human capital placement.
Staff Supervisor / HR Analyst
COCA-COLA FEMSA
01.2008 - 01.2011
- Facilitated change management and strategic staffing integration following the acquisition of external corporate entities (Ciel / Jugos del Valle).
- Key Achievements:
- Achieved zero vacancies across rapid mass-recruitment initiatives by optimizing local sourcing channels and restructuring operational profiles.
- Managed operational data and audit readiness for key regulatory reviews (COFECO) during corporate acquisition milestones.
Education
Bachelor of Science - Psychology
Universidad Del Valle De México
CDMX09.2008
Executive Diploma - Strategic Payroll Management
Tecnológico De Monterrey (ITESM)
Skills
Talent pipeline development and market analysis
Regional HR operations management
Executive coaching and feedback
Applicant tracking systems expertise
Certification
Certified Change Management Specialist – Instituto Europeo de Posgrado (Colombia)
Timeline
HR Deputy Director (Subdirector RH)
GRUPO TELAT
01.2024 - Current
HR Manager
GRUPO BOIS
01.2021 - 01.2023
Senior HR Generalist
NEWMARK KNIGHT FRANK
01.2020 - 01.2021
HR Manager
SAFRAN MORPHO
01.2013 - 01.2018
HR Executive
GROUP M - MINDSHARE
01.2011 - 01.2012
Staff Supervisor / HR Analyst
COCA-COLA FEMSA
01.2008 - 01.2011
Bachelor of Science - Psychology
Universidad Del Valle De México
Executive Diploma - Strategic Payroll Management
Tecnológico De Monterrey (ITESM)