Charlie Aguilar, CHRP®

Experience

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  STI College

  Mar 1999 - Apr 2000

  Computer Instructor
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  St. Louis Anne Colleges

  Apr 2001 - Sept 2004

  Computer Instructor
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  Advanced Contact Solutions, Inc.

  Sept 2004 - Jun 2005

  Customer Service Representative
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  APAC Customer Services

  Jun 2005 - Jun 2010

  • Advises management regarding employee relations issues to ensure the consistent application of practices in compliance with legal requirements and company policy. Includes providing guidance, counseling, and coaching in regards to possible disciplinary actions, performance management and in-house investigations.• Provides an "open door" policy for employees to communicate work related concerns. Counsels employees and maintains positive employee relations. • Acts as liaison between employees and management team. • Conducts all exit interviews and provide feedback to management with recommendations. • Assist HR Manager with the administration of the performance management and merit process, organizational development and succession planning. Initiates management training and acts as back up to the HR Manager. • Interprets and administers all company policies and procedures. Recommend changes in site's policy when required and ensures change supports company policies.• Conducts monthly department focus groups. Leads discussions to extract ideas and identifies improvement areas within operations and employee relations. Provides management with periodic summaries identifying issues and suggestions to improve the work environment. • Monitors worker's compensation activity. Includes investigating and reporting accidents. Suggests solutions to prevent work related injuries. • Ensures proper information is sent to carrier and each case is resolved. • Represents Company on all HR audits and legal hearings such as unemployment and equal employment. • Conducts new hire interviews and attends job fairs as necessary Show less • Ensures timely and accurate input of HRIS records (new hire data, terminations, salary changes, department changes, address changes, performance appraisals, recognition awards, sales bonus data, etc.). • Takes charge of the timely and accurate reporting and processing of HRIS records (uploads, downloads, reports, etc.). • Administers processes surrounding HRIS functions to ensure smooth operation and enforcement of policies such as salary and performance appraisal administration. • Works closely with payroll to ensure flow of data from HRIS to the payroll system as well as accuracy of data (audits)• Handles Attrition Reporting• Support and/or coordinate new hire orientations. Supervise the maintenance of employee personnel records. Initiate and conduct timely investigations, prepare documentation and make recommendations for corrective/disciplinary actions. Represent the management at meetings that involve employee benefits, compensation and discipline issues. Show less

  • HR Generalist

    Jul 2007 - Jun 2010

  • HRIS Analyst

    Feb 2006 - Jun 2007

  • Customer Service Representative

    Jun 2005 - Feb 2006
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  Aegis People Support

  Sept 2010 - May 2012

  HR Supervisor

  • Account Management • Act as a consultant for all human resource concerns• Get involvement within assigned account to identify critical points and help resolve them• Assist in partnering with assigned account in implementing strategic retention tools and activities• Work with managers and supervisors in identifying key issues of the account• Collaborate with various human resources units on the implementation of programs, actions, policies and procedures that have direct impact to assigned account• Ensure compliance of assigned account to human resources\ programs and initiatives• Roll-out HR programs to assigned account• Conduct exit interviews, employee surveys and focus group discussions with target participants• Analyze exit interview summaries and attrition reports and provide recommendations to drive retention and address attrition• Handling Disciplinary Cases• Communicate issues to concerned units for resolution• Process endorsements for disciplinary action• Handle major disciplinary cases• Attend to, investigate and resolve disciplinary cases escalated by advisors• Coordinate with the legal department and other HR units prior to execution of decisions• Regularly update the human resource information system on termination dates and warnings• Policy Implementation • Implement employee relations policies and activities, including counseling and discipline• Safeguard and ensure compliance of assigned account to the company handbook and/or individual account policies• Keep updated on new legislations to the labor code and analyze impact to current policies Show less

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  SPi Global

  May 2012 - Oct 2013

  HR Manager

  • Plan, develop and implement strategy for HR management and developmentIncluding recruitment and selection policy/practices, discipline, grievance, counseling, pay and conditions, contracts, training and development, succession planning, moral and motivation, culture and attitude development, performance appraisal and quality management issues.• Establish and maintain appropriate systems for measuring necessary aspects ofHR development.• Monitor, measure and report on HR issues, opportunities and development plansand achievement within agreed formats and timescales• Manage and develop direct reporting staff.• Manage and control departmental expenditure within agreed budgets.• Liaise with other functional / departmental head so as to understand allnecessary aspects and needs of HR development, and to ensure they are fully informed of HR objectives, purpose and achievements.• Maintain awareness and knowledge of latest HR development theory andmethods and provide suitable interpretation to directors, managers and staff within the organization.• Contribute to the evaluation and development of HR strategy and performance in co-operation with the executive team.• Ensure activities meet with and integrate with organisational requirement forQuality management, health and safety, legal requirement, environmental policies and general duty of care.• Audit and authenticate all documents related to legal, salary statements anddistribution, policies etc.• Develop and Maintain healthy relation with Govt. and Non Govt. Organizationsfor better and fast functioning of organization.• Plan for employee’s performance appraisal; develop tools for appraisal, jobevaluation and development.• Plan and direct for Training of employee including senior managers, maintaincontact with outside resources for training. Show less

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  JPMorgan Chase & Co.

  Oct 2013 - May 2017

  HR Business Partner

  Work DescriptionMy Role as an HR Business Partner is to ensure that business objectives are aligned with employees and management in designated business units. I am serving as a consultant to management on Human Resource related issues. I also act as employee champion and change agent, in addition i also assess and anticipates HR-related needs. I am communicating proactively with our HR department and business management and develop integrated solutions. I also formulates partnerships across the HR function to deliver value added service to management and employees that reflect the business objectives of the organization. In addition i also ensure an effective level of business literacy about the business units financial position, its mid range plans, its culture and its competition. RESPONSIBILITIES/ DUTIES:• Conduct weekly meetings with respective business units.• Consult with line management providing HR guidance when appropriate. • Analyze trends and metrics in partnership with HR group to develop solutions, programs and policies. • Manage and resolve complex employee relations issues. Conducts effective, thorough and objective investigations. • Maintain indepth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks and ensuring regulatory compliance. Partner with legal department as needed/required. • Provides day to day performance management guidance to line management (coaching, counseling, career development, disciplinary actions).• Works closely with management and employees to improve work relationships, build morale, increase productivity and retention. • Provides HR Policy guidance and interpretation.• Develop contract terms for new hires, promotions, transfers. • May assist int'l employees with expatriate assignments and related HR matters.• Provide guidance and input on business unit restructures, workforce planning, succession planning. Show less

• 

  Continental

  May 2017 - Oct 2017

  Global Business Services HR Head
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  Thomson Reuters

  Jan 2018 - Sept 2018

  HR Business Partner
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  Sun Life

  Oct 2018 - Nov 2020

  HR Business Partner
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  DSV - Global Transport and Logistics

  Apr 2021 - Jul 2024

  Head of Human Resources
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  Kuehne+Nagel

  Jul 2024 - now

  General Manager Human Resources