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Ana Mariel Martínez Ponce

Ana Mariel Martínez Ponce

CHRO |Head of People | Compensation Director
Polanco, Delegación Miguel Hidalgo

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Sobre Ana Mariel Martínez Ponce:

I am a disruptive leader with extensive experience, capable of transforming, inspiring and managing a diverse team with various backgrounds and learning styles. I have strong understanding the current situation while simultaneously focusing on the future, giving me the ability to overcome any challenge and achieve transformation that leads the organization towards a dynamic of permanent innovation.

Experiencia

Servicios Administrativos Cinbersol | 2018 - Present

Responsible for devoloping and implementing the comprehensive Human Resources strategy and operations at the national level of all restaurant brands including La Cantina La No.20, 50 Friends, Ivoire, La Cabrera, Asadero Uno, L`Entrecote, Ragga by Joy, Scala Lounge among other. Reporting directly to the CEO and Executive President. I devised a strategic plan to transform the Human Resources management model by introducing inperson strategic HR partners across all Business Units. This initiative aimed to foster knowledge sharing within the organization, implement talent strategy programs, facilitate participatory methodologies, adopt the 7's model to enhace learning, establish a Train the trainers” training model, implement 180 and 360° performance evaluatios, measure and enhance the work environment, propose continuous improvement actions through rigorous monitoring using KPI`s. Additionally, I designed and implemented an effective onboarding program to promote the organizational culture=. This included developing life and career plans, succession plans, successions plans, organizational structure improvements, and talent identification using the nine-box grid for assessing potential and key positions. I successfully managed the collective labor relationship with the union leaders, attending to each of their requirements, negotiating the Collective Bargaining Agreement (CCT) and mediating labor situations with the operational personnel (Business Units) in accordance with the CCT and LFT regulations. Moreover, I transitioned the talent attraction scheme to a recruitment 4.0 and recruitment 5.0 approaches. This transition resulted in a remarkable 60% reduction in operating cost, while also establishing a segmented and qualified candidate database for efficient and targeted vacancy fulfillment

Educación

2022- 2024 Universidad Anahuac Master’s in strategic management of Human Capital |In progress

2023 -2023 | Diploma Strategic Management of Organizational Learning | IPADE Business

2012 - 2013 Universidad Mexicana. Specialty in Management Skills.

2008 - 2009 Universidad Anáhuac del Norte Diploma in Strategic Management of Human Capital

2006 - 2009 Universidad Mexicana. Bachelor of Administration

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