Mariana Ortiz De Zárate

Work History

Work History
Feb 2010 - Mar 2010

Change Management and Communications Consultant

Brightstar Corporation

Global Headquarters, Miami, USA

2,100 employees / 3,570 USD million Revenue

Privately Held; Telecommunications Industry

Feb 2010 – Mar 2010

Supported the organizational change resulting from the implementation and adoption of a global HRIS (Workday Solution)

Gained an understanding of the impact of the adoption of the Workday solution.

Developed a Change Management and Communications Strategy for the organization.

Created and distributed appropriate communications on the project, in English and Spanish, identifying right audiences.

Developed a Training Strategy to leverage change.

Feb 2006 - Oct 2009

Human Resources Director

Schering-Plough Corp

Argentina, Chile, Paraguay & Uruguay

800 employees / 75 USD million Revenue / 12 HR Staff Members / 1 Manufacturing facility

Public Company; SGP; Pharmaceutical Industry

I led the Human Resources function for all Schering-Plough business and Key Stakeholders in the Southern Cone; Human Prescription, Consumer Health Care and Animal Health. The Research Institute, Supply Chain, Quality Operations, Finance, IT, Legal, Compliance and HR. As major accomplishments I can outline I:

  • Was a key player for the realization of the Pharmaceutical Business turnaround in Argentina; with gross sales of USD 45 million we accomplished 25% growth 2007 vs. 2006, with a positive Operating Contribution of USD 3,5 million in 2007 vs. negative OP of USD 6,4 million in 2006. Deployed Sales Restructuring Program that gave us 96% sales productivity on the first year. Managed strong Union negotiations.
  • Designed and implemented an outstanding HR model upon a business partner concept that make it possible to offer personalized and quality HR services and consulting to each of every business customer.
  • Created and deployed a communication campaign to develop the corporate “One Company, One Culture, One Team” culture model.
  • Led the Organon BioSciences Integration upon Acquisition in the 4 countries.
  • Designed and budgeted new organization structures, executed people decisions and managed communications through all stages of the integration process.
  • Deployed Management Excellence & Situational Coaching Programs including leader’s DDI competency assessments and follow-up counseling sessions for gaps development.
  • Launched the Shining Performance Program obtaining 176 nominations over 600 employees and 27,183 award points distributed among them.
  • Launched new Sales Incentive Plans. Reached corporate guideline of 75% fix 25% variable pay mix. Improved overall compensation, positioning the country at 90% of market vs. 80% previous year.
May 2004 - Feb 2006

Human Resources Manager

Duke Energy

100 employees / 17 USD million Revenue / 3 HR Staff Members / 2 Generation facilities

Public Company; DUK; Utilities Industry

In charge of the HR function I was able to create the department from scratch: setting a vision, mission and strategy, as well as, processes and policies. I hired 2 high potential staff members and then communicated my goals to the business leaders to ensure their buy in. Once the department was operational, I:

  • Designed and Launched a Development Program that pursue the objective of building a High Performing Organization in three years. During first two years 100% employees took the PDP course, were assessed by behavioral competencies, were evaluated with a 360° Feedback tool for their personal development plan.
  • Designed and implemented a Leadership Development Plan for Directors and Managers in alliance with a best in class Business School.
  • Deployed a Continuous Improvement Program where employees participated in a contest to show all operation costs & quality improvements they have already implemented and tracked through KPIs.
  • Created the Duke Energy Operations School at the Plant Facilities’ location to ensure technical high school graduates could be the Operators’ succession candidates upon workforce aging problem.
  • Union negotiations with 3 different associations upon definition of new Collective Bargain Agreements.
Jul 2002 - Feb 2004

Human Resources Manager

Kellogg Company

100 employees / 10 USD million Revenue / 4HR Staff Members / manufacturing facility

Public Company; K; Consumer Goods industry

With full responsibility for the HR Department, I also managed EHS, Corporate Security and Office Maintenance. My other role was that of Public Relations Representative for which I received media training. Briefly, I:

  • Led a Change Management Program which included the roll out of New Corporate Values. The program was supported by a communicational campaign, workshops and a “Great Place to Work” survey at the end for the follow-up actions.
  • Consolidated a “Kellogg Benefits Club” where more than 20 companies associated offer exclusive discounts on goods and services for Kellogg Argentina employees.
  • Created and implemented a Variable Pay Program for operators which enabled the company to increment production volume from 300 tons a month to 900 tons with same headcount, same 3 shifts a day and accurate costs.
  • Was a key player in the implementation of the new commercial model in Argentina. I integrated the Design Team together with corporate business leaders. I redefined functions & structures to adjust them to the new business volume. I directed the plant closure with 80 employees laid off the same day. No lawsuits were issued to the company due to the layoff actions. Outplacement programs and coaching for remaining leaders were put in place too. Directed the facilities recondition and deployed a special communication program for survival employees. Before leaving the company myself, I designed and launched of the new shaped organization with an Start-up model to ensure the new shaped organization will be energized and in high spirits to reach the annual goals . 
Jul 1997 - Jul 2002

Human Resources Officer


11,000 employees / 200 USD million Revenue / 150 Restaurants

Public Company; MCD; Restaurants industry

As a HR Officer I served as a full business partner to the Operations Department. My position worked collaboratively to link human resources goals to the business strategy. I lead interfaces with all levels of staff to ensure results; communicating, managing, distributing and implementing HR processes and programs, as well as dealing with employee relations and controlling compliance with labor laws. Also, I:

  • Implemented development plans for leaders, gave coaching and advice on leadership styles and employee management with what I could obtain an important increase in the overall Employee Satisfaction scores by 2.6% in 2000 and 5,1% in 2001.
  • Deployed two special Government Employment Programs to impact in labor cost savings which produced a reduction of 20% in crew position labor costs through out 2000/2001.
  • Supported the skyrocketing business growth with the creation of a massive Recruiting process that will produce new external store managers to be developed fast track into the Store Manager Position. Screened 500 applicants in 5 days through assessment centers and individual interviews. 60 new employees were hired in 1998. Other 300 applicants were screened & 30 new were hired in 1999. In one year we had 40 store Managers ready to fill the vacancies of the 40 new restaurants that were open in that year. The Recruiting and Staffing model was published and exported to other McDonald’s Operations worldwide.
  • Instituted Teamwork and Coaching programs for middle management which improved their communication, reduced gossip and focused them in execution.
  • Developed the customization of the PeopleSoft HRIS modules for recruiting and performance evaluation upon competency model. 
May 1996 - Jun 1997

Human Resources Junior Analyst

NCR Corporation

Public Company; NCR; Information Technology and Services industry

I started my professional career at NCR. I was trained in all areas of specialty and finally was assigned to manage some of them, like Payroll and HR Administration for 150 employees. I was also deeply trained in Recruitment and Staffing and was assigned upon having an outstanding evaluation to conduct the Junior Professional Recruiting Program and Orientation activities.


Mar 1989 - Nov 1991

Attorney at Law

Universidad de Buenos Aires








Seasoned Human Resources executive with more than 13 years of experience in Human Resources, an HR Bachelor degree and 7 years of progressive leadership roles. Strong, knowledgeable, supportive and engaged Business Partner. Skilled in enriching HR teams and developing talent. Creative, enthusiastic, energetic, open minded and empathic with strong critical thinking, decision making and execution capabilities.

Core strengths include HR Strategy, Change Management and Organizational Development. Executive Coaching and Consulting. Recruiting & Staffing, Compensation, Rewards & Recognition Programs. Employee Relations and Union Management. Bilingual English/Spanish, intermediate French, beginning Portuguese.


Authorized to work in the United States of America.


Jan 2010 - Jan 2010


Society for Human Resources Management