1. Leader | Partner | Catalyst
Roy Gabriel Pinzón, MAOM, BA, PHR
Human Resources Professional
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Leader | Partner | Catalyst

2. AGENDA Core Professional Self Identity Past Accomplishments
Career Challenges
Vision of Next Role
Communication & Relationship Styles
RGP Organizational Impact

3. CORE PROFESSIONAL SELF IDENTITY
HR Knowledge & Expertise
19 Years of HR & Business experience
Union and Non Union Experience
HR support for corporate, divisional, manufacturing, & distribution settings
Strong comprehension of the HR Body of Knowledge
Experienced in handling routine and complex HR issues
Communication
Able not only to hear but listen to others
Robust verbal & written communication skills
Full Spanish & English fluency
Time Management & Self Discipline
Personal 24 hour response/update policy
Respond with urgency and with accuracy
Self management is necessary for survival
Trustworthiness
Trusted across all levels of organization
Handle multiple & complex confidential situations
Credibility
Impartial & Objective
Neutrality
Focused on data and facts, not emotions
Develop & Mentor
Keep workforce SKA’s updated to maximize performance
Develop self, employees & organization alike

4. PAST ACCOMPLISHMENTS PolyOne IMI Cornelius
Convince managers that a reliance of contingent labor must cease
Develop direct hiring strategy
Strategy focused on attracting stronger candidates
Strategy deployed the use of assessments to measure safety awareness, attitude, and risk behaviors
Recruiting strategy shift resulted in:
$35K in savings
Reduced turnover
Stronger candidates
IMI Cornelius
Developed partnerships with local charities
Feed My Starving Children
Shriner’s
Local elementary schools
Packaged ready made meals to feed 312 children for over one year
Raised over $35K in employee contributions for charities
Donated school supplies for 1st and 2nd Graders in three local elementary schools

5. CAREER CHALLENGES PolyOne IMI Cornelius
Weak front line supervisory team
Determine to do one of three options
Determined right role in the organization
Strengthen current supervisors via learning & development
Exit organization
Implement Supervisory Development Program
Identified candidates
Established curriculum consisting of safety, leadership, conflict resolution, LSS, and change management
Recruited SME’s based on functioned from within BU, Division, and corporate
IMI Cornelius
Needed to train over 600 employees on organization’s ethics initiatives
Three locations (2 USA, 1 Mexico)
Two languages (English & Spanish)
Identified & trained SME’s to present to different groups
Rented 6 screen movie theater
Linked via video & audio all six theaters to deliver the same opening message
Each theater delivered on one of three different modules

6. VISION OF NEXT ROLE
Opportunity to learn business unit and organization alike
Develop business acumen outside of HR
Establish self as a Business Partner
Leverage current skill set to improve organizational HR infrastructure, employee relations, & labor relations
Have a level of autonomy
Professional and personal growth
Longevity

7. COMMUNICATION & RELATIONSHIP STYLES
Open, direct, & tactful
Focused on collaboration
Concentrate on issue, not emotions or person
More concerned about reaching understanding and/or agreement than winning an argument
Use data, figures, facts, etc.
Relationship
Team player
Collaborator
Coach
Mentor
Driven
Meet challenges head on
Competitive

8. RGP ORGANIZATIONAL IMPACT
HR Knowledge & Expertise
Communication
Time Management & Self Discipline
Trustworthiness
Impartial & Objective
Develop & Mentor