CHRISTINE LEBRIEZ MARZAL

A highly skilled and dynamic international marketer experienced in HR looking to continue working in international business development in a role offering clear challenges and opportunities.

A strong HR expert and health and safety leader experienced in directing key strategic functions in medium to large multinational firms, across a broad range of sectors in dynamic and change-oriented environments. High-integrity, energetic, and known for ability to envision future and accomplish set objectives. Accustomed to making critical decisions in fast-paced situations. Talent for proactively identifying and resolving problems and adapting personnel to necessities of company’s visions and values. Areas of expertise include:


• Mergers and acquisitions
• Leading cultural changes
• Restructuring planning
• Coaching and mentoring
• Succession planning
• Organizational strategy
• Career development programs
• Organization recruitment
• Training and evaluation
• Cost reductions
• Negotiating and closing deals
• Corporate insurance
• Corporate responsibility
• Managing multinational organizations

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PROFESSIONAL EXPERIENCE

HYDRO-NORSKHYDRO ALUMINUM, Madrid, Spain Aug 2007 – 2010
Executive HR Manager: Portugal and Spain
Executive Health and Safety Manager: Portugal and Spain
Member of Board of Directors Member
In a company of over 26,000 employees, directly manage eight people below in HR plus five in health and safety. Led merger and acquisition project of a family-owned business of 500 employees and integrated them as a part of larger Hydro entity. Adapt acquired company values and policies to reflect those of Hydro in order to facilitate a smooth transition. Restructure and streamline entirety of workforce to avoid redundant positions. Collaborate with managers from around the world including France, Portugal, UK, Germany, and Norway utilizing best aspects of different ways of thinking.
• In addition to all standard HR duties, perform tasks such as internal coaching/career development, person-position adaptation, and personal evaluation systems. Create organizational charts to facilitate transformation and adaptation of new environment. Reduce number of employees through retirement plans and termination contracts.
• Prepare a welcome plan, reception and training for new employees. Design an annual detection plan for training necessities for whole company and at same time producing and acquiring of grants and subventions for training. Post-evaluate training program after execution.
• Recruit for all rungs of corporate ladder by internal and external means. Follow-up on progress of candidates once employed and on university student internships.
• Motivate people to participate in social events such as Christmas card competitions, photography competitions, activities, and company retreats.
• Implement new payroll and clock-in packet for all the units, countries, and legal entities in order to have a single, integrated resource system (SAP Packet).
• Analyze alternative post-merger scenarios in order to establish consistency throughout pay scales and bring fairness to salary structure. Decide upon salary increases based on received proposals. Take many factors into account when establishing company compensation system (fixed + bonus + perks). Deliberate and collaborate upon annual bonuses and variable sales incentive systems.
• Maintain a strong practice of internal promotions in order to motivate and retain staff within company.
• Address all conflicts and issues arising from labor relations and work councils on a daily basis. Defend interests of company in legal matters and proceedings. Act as lead company negotiator at annual conventions in aspects of fixed salaries, bonuses, meal vouchers, work calendars, and timetables.
• Optimize health and safety in order to maintain strict company standards. Control and analyze all accidents, from small cuts to injuries that coul

Metzeler Automotive Profile Systems, Iberica Operations, Logroño (RIOJA), Dec 2003 – March 2.006 (Automotive Sector)
Position: Human Resources Manager Iberia Group And Health & Safety Director: Member of The Board of Directors.
Reporting directly to the General Manager in Spain and to the European HR VP, responsible for all plants in Spain (two in La Rioja, one in Navarre, one in Barcelona) with over 1000 employees and 600 in subcontracted companies.
My role involves implementing a strategic plan covering different areas of the organization with an program covering changes in the areas of: culture; streamlining of the workforce (with a reduction of over 250 headcounts) and restructuring and creating the new management team “Change Management”. 10 people reporting directly to me.
Achievements:
• Planning-organization and strategic development: Human Resources strategy plan until 2008.
• Development of human resources and multinational projects such as: Succession plans; Employee Dialogue” and “Career Development” programs; “Bonus System”. Formalised a professional incentive system for first and second level management; Training programs: dealing with FORCEM and other local subsidies;
• Health and safety: Responsible for the health and safety in the different plants, together with the team working in this area and the relevant Committee.
• Coaching, mentoring and performance management team:
• Cultural Change: Planning, orientation and participation in the necessity of a cultural change in the Company
• Labour negotiations agreement: To influence, to orientate and to coordinate meetings. Negotiating the different collective bargaining agreements for each plant, as well as the working calendars.
• Labour relations: Implementing a system for internal policies, which had been non-existent to date: procedures for sanctions, holiday procedures, Internet usage policy and internal promotions policy etc., contact with Works Committees (different Trade Union organizations such as CCOO, USO, UGT)
• Administration of personnel: Responsible for the payroll in the four plants, contracting, Income Tax, Subsidies, Retirement Plans. Replacement Contracts. Negotiated layoffs etc.

HEINZ, Alfaro (RIOJA), Sept. 2002 – Dec 2003
American Company in Foot sector. Over 400 employees fix and 200 in subcontracted during the season.
Position: Factory Human Resources Manager 3 people reporting directly to me.
Multinational and Strategical Projects:
• Health and Safety, Training Trainers (Cairo, December 2002)
• Value Engineering group
• Set up BPCS system in the Company (training and internal communication)
Human Resources:
• Training: Internal Policies and procedures, needs analysis and detection, coordination and implementation of training system. Selection of training courses, coordination of the training logistics and overseeing the training success.
• Recruitment: External/Internal recruitng systems and procedures.
• Contracts: Canteen, employee shift transport, etc.
• Human resources:Develop and update competencies, job descriptions and job evaluation systems; Quality Assurance issues in HR Department ISO 9001; “Premier Values” consolidated, communication, etc.
• Labour Relations: Labour-Relations issues, Company representative. Trade Union negotiation. Development of the internal working code, dismissals, sanctions, warnings, promotions, i.e. people issues

LA VAJILLA ENÉRIZ S.A. : Zaragoza, Feb ´94 – Feb 2000 National leader in the distribution of household goods,
Position:Director of Human Resources,and Health & Safety Manager,including period as Member of the Board of Directors
Although based in Zaragoza, my supervision for all the aspects mentioned above, extended to all the Companies in the Group, areas, divisions and regions in Spain (Madrid, Barcelona, Sevilla, Galicia, Las Palmas…), France and Portugal, as my position was head of H.R for the whole Group.
Responsible for directing and supervising employees in their tasks. 10 people reporting directly to me.
My basic functions were:
• Planning and organisng of strategic development: Proposed changes of personnel and/or positions, all personnel planning, Administrator in the Human Resources Department for organising the objectives and major strategy of the company. Developed and organised the frame-work of the company. Rotated and moved personnel, defined the good attributes of the company, style, philosophy and general code of conduct.
• Human Resources: Planned internal communication, studied and improved the working atmosphere, suggestion box, career development and advice, planned successions, created jobs description asnd function manuals for every position. Evaluation of the skills and capabilities of personnel. Leading interviewer at all interviews. Planned recruitment training. Selected managerial staff for the Board of Directors. Designed a CV database. Studied the validity and necessity for external training, organised external training. Arranged the budget and organised external funding (“FORCEM”) for employee training.
• Social Relations: Organised Company Open Days for employees and families, arranged social events: photography competitions, Christmas parties and competitions. Procedures in the case of weddings, births, representation of workers at social events, birthdays. Organised the purchasing of the Christmas hampers for the employees, bought and organised the work uniform for all staff, organisation and contracting of transport for employees.
• General Services: Responsible for and directly supervised company security (including Body Guards); supervision and co-ordination of the company´s reception service; responsible for company couriers and office helpers
• President Of The Health And Safety Committee
• Labour Relations: Trade Unions negotiations, developed the internal working code, dismissal, sanctions, warnings, promotions. Union negotiations. Developed annual and daily work timetable, developed the scale and rate of pay for employees, arranged part-time wage rate.).
• Administration: Implemented and supervised the annual Human Resources budget, supervised the Human Resources Payroll ($1.2m/year gross), decided on and chose the optimum contracts for the company, negotiated with employment agencies, applied for government grants for training and contracts, studied the seasonal changes in workforce requirements.