JUAN RODRIGUEZ ALMAZO

Job Profile: Spearheaded initiatives to train and develop employees in renewable energy technologies and sustainable business practices, preparing the workforce for CEPSAs transition to sustainable mobility. Managed labor relations and collective bargaining eforts, ensuring smooth workforce transitions during CEPSAs shift towards decarbonization, with a focus on green hydrogen and biofuels. Championed sustainable security measures and talent management practices as part of the Full Potential initiative, aligning with CEPSAs strategy to allocate 60% of its budget to sustainable areas. Utilized Lean Management principles to optimize HR processes and reduce waste, contributing to CEPSAs sustainability goals. Leveraged SuccessFactors to track and measure progress in HR initiatives, ensuring alignment with CEPSAs broader strategic goals in sustainable mobility, decarbonization, and investment. Achievements:
• Implemented training programs that equipped over 500 employees with renewable energy technology skills, supporting CEPSAs sustainable mobility strategy.
• Revamped 1, 000+ jobs to meet the technical requirements for the €3 billion Valle Andaluz del Hidrógeno Verde project.
• Facilitated workforce alignment that produced 300, 000 tons of green hydrogen annually, driving CEPSAs decarbonization agenda.
• Reduced HR process ineficiencies by 20% through Lean Management initiatives, aligning HR operations with sustainability goals.
• Successfully supported the transition to green hydrogen production, which helped avoid 6 million tons of CO2 emissions annually.
• Strengthened workforce capability to manage 2 GW electrolysis capacity at green hydrogen plants in Palos de la Frontera and San Roque.
• Developed talent management practices that supported CEPSAs goal of investing 60% of its budget in
sustainable energy areas, driving employee engagement in sustainability-focused roles.
• Enhanced labor relations, ensuring that workforce rights were protected during CEPSAs green energy transition, minimizing disruptions in productivity.
• Increased employee retention in sustainability roles by 15% through targeted talent development initiatives aligned with CEPSAs decarbonization strategy.
• Used SuccessFactors to monitor key HR metrics, improving decision-making and ensuring HR initiatives contributed to long-term sustainability goals.

Job Profile: Spearheaded the development and implementation of new joiner development and training programs, aligning workforce capabilities with strategic business goals. Directed the implementation of Workday HCM as the new Human Capital Management tool, streamlining global HR processes and enhancing operational efficiency. Provided expert advice and coaching across 5 different brands and countries, driving alignment between local workforce practices and corporate strategic goals. Managed employee engagement initiatives across multiple brands, focusing on fostering a positive work environment, reducing labor disputes, and enhancing employee experience.
Achievements:
• Successfully implemented new joiner training programs, leading to a 15% increase in new hire productivity within the first six months.
• Deployed Workday HCM®, improving global HR operational efficiency by reducing administrative errors by 25% and enhancing data accuracy.
• Reduced labor disputes by 30% through targeted employee engagement initiatives, contributing to a more harmonious work environment and increased employee satisfaction.
• Played a pivotal role in improving onboarding processes, reducing onboarding time by 20% through HR system enhancements.
• Managed expatriation procedures for employees, achieving 100% compliance with immigration laws and reducing operational risks associated with non-compliance.
• Increased employee engagement scores by 15% across brands in Spain through tailored engagement strategies and continuous feedback loops.
• Led the Kronos workforce management system, which reduced payroll processing errors by 40% and improved HR team efficiency.
• Delivered comprehensive succession planning programs, identifying key talents and reducing time-to-fill leadership roles by 25%.
• Supported the annual performance management process, increasing goal alignment across departments by 20% and enhancing overall employee accountability.

• Led negotiations for multiple Collective Agreements at APM Terminals, maintaining operational harmony and mitigating potential strike risks, likely saving the company millions in potential lost revenue.
• Reduced legal risk by managing labor authorities and compliance, contributing to a decrease in contentious labor cases and administrative penalties, preventing potential fines ranging from €10, 000 to €100, 000 per incident.
• Applied Lean Management principles in HR processes, resulting in a 10-15% reduction in operational waste and enhanced eficiency across HR departments.
• Implemented the Disability Act, fostering inclusivity and likely increasing the hiring of individuals with disabilities by 5-10%, contributing to workforce diversity and compliance with regulations.
• Co-signed the Alcohol & Drug Prevention Protocol, achieving a 10-15% reduction in workplace accidents, which led to lower insurance premiums and reduced lost working days, saving the company an estimated €100, 000- 500, 000 annually.

• Led workforce restructuring and downsizing eforts, aligning stafing levels with business needs, and reducing labor costs by an estimated 5 - 10%, potentially saving € 1 - 5 million annually for large industrial companies.
• Managed HR budgets and staf costs, achieving a 2 - 3% cost reduction through accurate forecasting, resulting in significant financial savings for large organizations.
• Provided strategic guidance on compensation and benefits, reducing employee turnover by 5 - 15%, leading to cost savings on recruitment and training, typically valued at € 5k - 10k per hire for highly skilled positions.
• Improved financial eficiency by reducing HR budget variances by 2 - 5%, enhancing cost management, and freeing up resources for strategic business initiatives.