MARITZA DIAZ
Human Resources Manager

Summary

Maritza is an innovative and experienced Human Resources Manager specializing in international human resources with emphasis in the Financial Services industry. She has over twenty years experience in successful development and implementation of strategic human resource products.

Work Experience

Diaz Consulting International, President: 1998-Present

• Human resources consultant to Financial Services companies, specializing in banks in emerging economies.

As project team member for Advisory Services:

• Developed strategic planning, performance management systems, compensation and benefits, employee communications and human resources programs for various banks in Istanbul, Turkey.

• Conducted full Human Resource assessment to determine current programs and changes required to meet new goals/business strategies of the company.

• Analyzed impact of various alternative banking strategies on human resources.
  

Bank of America, SVP, Human Resources Officer
Latin America & Canada Group: 1994-1998

• Worked in partnership with Latin America/Canada business head and her management team to provide strategic Human Resource guidance in the areas of long range business planning, organizational effectiveness, people resource planning and executive counsel. Latin America/Canada Group is comprised of 7 countries with approximately 1000 employees. Total staff supervised was nine. Included direct and indirect reports.
• Responsible for researching, developing and implementing and approving business specific and International Human Resource products for Latin America/Canada region. Included are compensation and benefits, labor relations, employee relations, international severance programs, resource planning, training and development and expatriate programs.
• Responsible for the overall delivery of Human Resources products through the Country Human Resource network. This includes compensation services, payroll, employee relations, recruitment and staffing and training.

VP, Compensation and Benefits Officer, Asia Division: 1991-1994

• Responsible for design, development and approval of all compensation and benefit programs, and labor negotiation strategy for 12 countries in Asia Division. Staff total was approximately 3,000 employees.
• Played a key role during the Security Pacific merger on the harmonization of compensation and benefit programs, and the development of special severance packages for the units in Asia.

ACCOMPLISHMENTS

• Designed and developed comprehensive salary management systems for several banks in Turkey, including customized compensation surveys, job evaluation, job descriptions, salary structures, salary planning and criteria based performance management programs.
  
• Directed and coordinated a comprehensive human resources function on behalf of four regionally disbursed domestic (US) business units conducting a wide range of business activities in several Latin American countries.

• Developed and implemented a strategy to create an employee/employer environment which culturally, politically and legally complemented the legal and regulatory requirements governing labor/management relations in a major Latin American country.

• Successfully re-instituted in-service management training programs throughout Latin America to improve employee morale and efficiency selecting and developing key trainers internally to teach basic and advanced modules.

• Devised and negotiated an "early bird" settlement in a Latin America country that significantly reduced labor costs and stabilized the labor management relationship for the duration of a multi-year agreement. A principle feature was an innovative advanced lump-sum payment as an alternative to a traditional percentage increase pattern of settlements.

• Successfully negotiated a non-traditional closed-end extended labor agreement in an Asian country that ensured the long-range business plan could be achieved without threat of interruption.

• Created country-specific compensation packages to reflect local market practices that appealed to and encouraged the employment and retention of the best available candidates.

• Identified and corrected , in cooperation with the bank’s external auditor, an expatriate compensation practice that understated the bank’s tax liability and increased its risk of violating tax code in countries outside of the United States.