I am in charge of the challenge of forming the Human Resources department in a South Korean company from the beginning, establishing the foundations of:
o Recruitment and hiring
o Training
o Organizational Culture
o Payroll and compensation
o Organizational Development
o Work and regulations
o General personnel services
· Creation of processes and protocols through a human resources manual.
· Development of best practices and innovation in recruiting.
· Generation of an annual training plan, from the incorporation of personnel to learning new positions.
· Adaptation of Mexican culture and Korean culture to create its own business culture.
· Preparation of a salary table categorized according to seniority and experience, previously researched and compared with similar positions in the current market.
· Preparation of weekly and biweekly payroll, calculation of ISN and SUA.
· Creation of a list of benefits, attractive to the staff, taking care of the budget at all times and being attractive for obtaining the best talent available.
· Preparation of performance evaluations, life and career plan and nine-box plan, in order to locate and seek the development of our staff.
· Comply with all company regulations, starting with the internal work regulations and subsequent regulations.
· Acquisition of various suppliers, including uniforms, personnel transportation, industrial canteen, cleaning service, medical department and security.
· Facilitator in the immigration and government procedures necessary for the legalization of the permanence of Korean personnel and their families, as well as the search for a home and education.

KPI's to meet: Staff coverage, Rotation, Absenteeism, Negotiation of leave, Work environment and Work accidents.
· Supervision of operational recruitment, as well as middle management, Headquarters and Managers.
· Organize shift roles for weekends and holidays.
· Cancel when they are requested or are evident due to accumulated absences or any other incident。
· Plan delivery of uniforms.
· Compile the complete file of the city staff.
· Comply with the initial training of the operators and any update in the protocols.
· Carry out any anti-doping or breathalyzer test based on timely detections or under suspicion.
· Coordinate feedback with operators and immediate bosses and make administrative records when appropriate.
· Organize festive events (Christmas, family day, company anniversary).
· Take work environment metrics for twice in a year.
· Creation of internal work regulations, protocols, processes and policies around discipline and continuous improvement of Human Resources. Being a reference for the HR of the different cities in the implementation of these.
· Schedule events and share budgets for different work environment events.
· Listen to the needs of HR Ops, conflict resolution and identify best practices.
· Staff training and coaching, beginning with onboarding and ending with weekly feedback, seeking staff development.

Personnel Administration.
· Internal Communication.
· Monitoring compliance with the RIT.
· Control of the Disciplinary Order.
· Organization of integration events.
· Impartation of courses.
· Preparation of the Internal Work Regulations
· Preparation of the HR Manual.
· Preparation of HR Policies and Processes.
· Recruitment and Selection of Administrative and Operational Personnel.
· In charge of 2 operational recruiters, 1 Training Analyst, 6 cleaning personnel and 2 general services personnel.
· Preparation and Updating of the HR Database.
· Control of Incidents (Pre-Payroll).
· Control of files

Management of CEDIS Monterrey and CEDIS Puebla at the HR level.
· Recruitment and Selection (Operators, Middle Management, Managers)
· Creation of improvement projects in compensation scheme by position according to functions and competencies of the position.
· Decrease in Absenteeism and Rotation Indicators.
· Creation of Variable Compensation Schemes.
· Decrease in average days of recruitment.
· Preparation of newly created positions based on the needs of the operation.
· Training, DNC's, Institutional Induction.
· Human Development.
· Indicators (Absenteeism, Rotation, Head Count, Categories, Accidents, Incidents, etc.)
· Preparation of Pre-payrolls.
· Organization of Events for Personnel.
· Attention to Labor Matters, application of the LFT.
· Supervision of compliance with the Code of Conduct and the Industrial Safety
· Regulations (Safety and Hygiene).
· Control of Brigades.
· Control of departmental budget.
· Uniform Control

Review and authorization of weekly and biweekly payrolls
· Personnel Administration for the Department of Real Estate and Food Services (Das Bier Haus, KFC)
· Recruitment and Selection Supervision
· Training Supervision
· Management of Licenses or Terminations of Employment
· Authorization of payment of Fees and Invoices
· Management of Requirements of the Ministry of Labor and Social Security
· Indicators (Absenteeism, Rotation, Personnel, Categories, Accidents, Incidents, etc.)
· Control of the departmental budget
· Event Organization
· Organization of work processes in the area for better management of requirements

Weekly Payrolls for Unionized Personnel (3 plants, 2,500 people)
· Special Payrolls (PTU, Bonus, Savings Fund, etc.)
· Preparation of severance pay calculations and attention to labor terminations.
· Calculation and Payment of SUA.
· Preparation of Corporate Reports and Indicators.
· Group Variable Compensation (Preparation and Calculation of Monthly Models)
· Creation of Corporate Wellness Program (Wellness)
· Creation of Variable Compensation Scheme

Standardization and regularization of SUA processes.
· Reduction of Quotas for Work Risks.
· Weekly Payrolls of Unionized Personnel (3 plants, 800 people)
· Special payroll calculations (PTU, Bonus, Saving Fund, etc.)
· Labor Issues of the plants under my charge
· Calculation and payment of SUA, attention to requirements
· Procedures from the IMSS
· Preparation of Corporate Reports and Indicator