Venoni López Jaramillo

Attraction, retention and growth of the appropriate human capital to meet the requirements of the company by providing the conditions and work environment to their best performance according to the values, climate and organizational culture.

· Design, integration and control of the organizational structure, definition of functions of the 5 companies of the group.

· Design and implementation of the group's Compensation and Benefits Plan.

· Payroll and benefits administration for all personnel, according with labor-management obligations.

· Report to the Talent and Compensation committee, the organizational and human capital indicators with proposals for improvement and the department's annual work plan.

· Administration and control of the Human Ca

·Application of policies and procedures.

· Design and compliance with talent attraction, development, measurement and retention programs.

· Elaboration of Diagnosis and Measurement of the organizational climate and culture.

· Fulfillment of the institutional events program. Team building, executive off sites, communication meetings.

· Design, elaboration, administration and control of internal communication.

· Design and implementation of safety and protection programs for personnel in work centers nationwide, ensuring compliance with the authorities.

· Maintain healthy labor relations.

· Ensure the proper functioning of the different offices.

Relevant Achievements

Creation of the Human Capital department. Increase headcount from 40 workers to 650 in a national coverage. Regularize the industrial safety situation of the work center by closing the inspections carried out by the STPS. Becoming part of the Super Empresas ranking of Expansión magazine as a reference of the best companies to collaborate with. Elimination of outsourcing schemes and regularization of the company's compliance with labor, payroll and labor obligations. Implementation of ERP Payroll and Human Capital. Implementation of performance evaluation system. Implementation of a tickets system for the different human capital processes for all personnel with nationwide coverage. Implementation of internal communication platform. Implementation of a nationwide termination process.

Coordination of Executive Coaching required for the implementation of talent management and compensation.

- Training in performance management.

- Salary Administration Training.

Design and implementation of the organization's talent management strategy so that the skills and performance of employees meet the current and future needs of the business.

- 360-degree evaluation.

- Evaluation by objectives.

- Psychometric Testing.

- Talent Review.

- Talent Development Plans

Implementation of the compensation plan that enables the company to attract, motivate and retain its personnel in a context of internal equity and competitiveness.

- Definition of Job Descriptions.

- Control of changes in the Organizational Structure.

- Job Descriptions.

- Participation and analysis of salary surveys.

- Elaboration of salary structures, tabulators.

- Implementation of performance-based increments.

- Implementation of executive bonus by objectives.

- Compensation plans and attention to expatriates.

- Development of compensation policies and procedures.

RELEVANT ACHIEVEMENTS

Participation in the integration and standardization of the acquired companies through the ADS growth and development model. Performed opinions on payroll and tax payments in the process of company acquisitions. Coordinated and participated in the quarterly communication meeting. Identification of Replacement Letters for key positions.

Payroll administration and benefits for all plant personnel, in addition to ensuring compliance with labor-management obligations.

· Administration of costs and budgets of Direct and Indirect Labor.

· Labor cost reduction analysis.

· Coordination and Supervision for the correct and timely payment of payroll (350 employees) in the 4 plants of the Country.

· Coordination of the timely payment of Labor and Employer's Contributions.

· Attention and clarification of IMSS and INFONAVIT requirements.

· Presentation of IMSS-INFONAVIT and PAYROLL TAX reports (Price and Deloitte).

· Presentation of bimonthly SBC through variable calculations.

· Attention to the fiscal compliance of the department.

· Participation in contract reviews and attention to the union.

· Involvement in personnel dismissal.

· Support in Human Capital events.

· ISO 9001 Internal Auditor.

RELEVANT ACHIEVEMENTS

- Implementation of People Net (META 4) achieving the automation of 90% of the Human Capital Department processes. Change the traditional scheme of audit reviews to monthly reviews, thus achieving the release and presentation of reports in advance, thus eliminating differences for Imss, Infonavit and Payroll Taxes.

Elaboration of the company's payroll, attention to the personnel providing support in activities of the Human Capital department.

· Capture and calculation of weekly and biweekly payroll.

· Delivery of payroll cards to personnel

· Capture of IMSS affiliation movements.

· Capture and calculation of employer-employee contributions.

· Declaration of Occupational Risk Premium.

· Review and calculation of payroll taxes.

· Calculation of severance payments and liquidations.

- Support in the administration of accounting processes and the operation of the 3 stores of the company.

- Accounting records, support in the preparation of financial statements, payment to suppliers, checkbook control, as well as the calculation and payment of payroll.

Professional internship in the credit area, reviewing documents for credit approval.

Payment to Suppliers, Checkbook Control, Payroll calculation and payment, as well as monthly inventories.