Hr manager

Aceuve is a Spanish electromechanical installations firm that wanted to set up a new
subsidiary company in Portugal. As a Country Manager, I was running the business there.
I opened the Portuguese Head Office, designed the business strategy for the following two
years, and managed the HR department -including recruiting and building the different
teams-. I had direct report to the board.
The pandemic situation led the company to desist from this plan.

Ledisson AIT is an automation company where I was promoted as a general manager after
5 years managing the HR department.
I took on this challenge, reinforcing the structure to continue as a Talent Company.
I enlarged enlarge the HR area to increase the number of staff members due to our client’s
demands. I created an internal training department for applicants and consolidated the
brand in Educational Centres and Universities.
As a result, the company achieved a Professional Training Module approved by the SEPE
(Spanish Employment Services of the Government) ad hoc, creating the largest training
program with an Industry 4.0 job commitment.
Ledisson actively participated in the RED.ES program for Industry 4.0 with European
Founds, exciding 65% hires in the sector

As a HR Manager, I designed all HR policies according to the mission, vision and values of
the company.
In the HR Development area, I designed and established all the department's tools, from
the job description, to the evaluation by skills through interviews with
managers/supervisors to establish training needs and a variable compensation plan.
I also generated the welcome plan, staff handbook, expatriate and frequent traveler
handbook, and the internal communications policies.
In regards of the Collective Bargaining, Ledisson was working inside the metal sector
collective agreement -quite restrictive for the company’s purposes. After a few years, I
managed to get the approval for our own Collective Agreement, with instruments of wider
flexibility on a daily bases, and creation of a bank overtime hours.
I internalised the Employment Law area to improve conditions of relocated, in patriates,
expatriates, and frequent travelers staff members. I took over the recruiting processes,
payroll and communications with the National Social Insurance, as well as the ‘7p’ tax
exception for personal income tax (Special Spanish Tax Law).
Óscar Rodríguez
González
HR Manager
Mobile Phone : +34 678 70 75 75
oscar.rodriguez.gonzalez@hotmail.com
36400porrino@gmail.com
www.linkedin.com/in/ribadal
I frecuently collaborated with the Automotive Cluster and other companies in the sector to
coordinate training policies and talent retention. I actively participated in the HR area of
the P3CA 2025 program, and I collaborated with CEAGA in sector training plans.

Delikia is a national vending services company, where I was in charge of the HR department
from scratch -I created the department, its targets, strategies, policies and procedures,
tools, and implementation.
I developed the Employee Handbook, as well as the transition from deliver freelancers to
‘economically dependent Self-Employed Workers’.
During this time, I opened three new work centres in Spain and Portugal

Prevent was a car upholstery manufactory based in Vigo and I was hired as a deputy HR
manager -later on turned into HR manager- for a specific project: the closure of the
company.
During this time, I negotiated with unions, legal representatives and workers. I achieved
agreements with the Government and unions to rise an Extinctive Employment Regulation
File, with the result of the redundancy of 230 workers and the closure of the Vigo factory.