senior scientist

senior associate scientist

scientist

associate scientist

principal scientist

Pfizer

Pfizer February / 2013 -2006 
Mechanical Engineering Project Developments
•	Weiler Label systems (Systech) reject solenoid implementation. And Lasetec validation, Resina Capper, Lakso Filler Allen Bradley panel view 300 installations, Omega Unscrabbler PLC upgrade rungs added.
•	Kuka Robot Palletizer and Cyclops wrapper machine servo drives.
•	Uhlmann 1040, 2205 car toner and UPS 4 thermo former related machine packaging blisters set up.
•	PLC troubleshooting such as PLC-5 and Allen Bradley-Slick 500 and related in outputs and input ladder signals experience such as communicating with PLC Backup and ladder identification Software Rs-linx interface program with Allen Bradley & Omron, Reliance and troubleshooting with input sensors or relays and motor outputs. Ladder diagrams modified consulting blueprints or schematics.
•	Troubleshooting with electrical contractors and 3 phase motors and generators and RPM rings were installed with red lion display meter. Variable Frequency Drivers installation and programming.
•	Cleaver and Brooks Boilers modification of Control System with overhaul in Touch Screen and deliver al instrumentation inputs to PLC the PID process verified in details for accurate temperatures and signal processing outputs being from 4 to 20 MA and simulating signal for new 
Control valves.  
•	Experience with inductive, capacitive, reflective sensors installation etc.
•	Managing price quotes with vendors that arise in parts for projects or ASAP equipment repairs.
•	Arriba Purchase ordering software to buy sensors, bearings, motors and any item needed rush
•	Track wise software to generate Change Request documents in any situation involved in any emergency part change and CAPA extension.
•	 ISO 9001 regulatory requirements basic International Organization for Standardization.
•	LOTTO (Lock out Tag out) Energy control program. For any energy supplied at equipment.
•	GMP Good Manufacturing Practices knowledge at pharmaceutical environment.
•	SPA database of work orders and Preventive Maintenance Records then Eams database.
•	HMI Human Machine interface panel installation General Electric Fanuc.
•	Panel View installation model 300 to control Programmable Logic Controller.
•	Air Handling Unit troubleshooting for instrumentation temperature setting values and Differential Temperature Transmitter Installation for accurate PID Process Instrumentation Diagram settings correct.
•	Electronics Components Troubleshooting, Capacitors, Resistors and inductors and Diodes  
•	Occupational Safety & Health administration basic training at 29 CFR - 29 CFR 1904 – 1910. 
•	FDA United States Federal Drug Administration basic scope training. 483 section
•	As last supervisory role on each shift en charged of two electricians and three maintenance mechanics during packaging department production.
•	Project Engineer Roll to prevent product failure and improve rejects systems with scope of bottles lines and thermoforming machines.
•	CTC Custom tech with application manager connection via PS/2 to troubleshoot touch screen.
•	Pro Engineer basics to extrude parts were used; Solid Works was inquired further before Auto Cad 14 Mat lab and basics of C++.
•	Reliance, Omron and Mitsubishi PLC connections and troubleshooting via PS/2.
•	Language Diversity required Spanish & English, fully bilingual to start as project developer.
                                                              

Warner Lambert & Pfizer / 1998-2006
Manufacturing Sr. Maintenance Electrical Technician
•	Worked with Sugar Coating Pans & (MG2 76, 120, 140 Korsh Tablet Press 800, IMA Capsule filler and Precisa capsule check weight unit machine
•	Knowledge in Metal detectors such as Safe line, Loma IQ inside their components and blueprints
•	Fitz mill, Comill, Blenders & AMF Bowl Grals, Chart recorders
•	FBGD Fluid Bed Granulator Dryer such as Vector and Aeromatic brands.
•	Cooling Belts and extrusion process such as Berndorff.

Begin working at Pfizer's New York City headquarters in September 2003. As long as I live I will never forget what was said to me during the hiring process. I had been offered a position after months of interview rounds and had reached the last phase which was the physical exam and drug testing. When I went into Pfizer's employee health the doctor that was conducting the physical exam said to me '"this company treats its employees so good that if you don't give 100% back you feel guilty at the end of the day....people don't leave here, they die here"!

I soon understood why the doctor said that. Upon the completion of the physical exam/drug testing a week later I would be starting to work. A gift basket arrived at my address from the director of the division I would be working for as a welcome to Pfizer gift. Talk about a class act! This was the type of company that we actually looked forward to going to work each day. Half day Fridays for most of the year, state of the art fitness center onsite complete with sauna, childcare onsite for employees that needed emergency childcare, all you can eat lunch buffet ($7.50), a food selection in the cafeteria that would rival a lot of restaurants, ATM banking right in the building, company store where Pfizer's over the counter (Listerine, Benadryl etc.) medication could be purchased at a fraction of the cost of your local drugstore....did I forget to mention that friends/relatives of employees were allowed to shop there too? Then lets not forget about the all expense paid trip to Six Flags amusement park every year in June where the company paid to close the park just for Pfizer colleagues, their family/friends to enjoy the park...free meals, drinks and snacks all on the companies wallet. I mean back years ago Pfizer was a real class act to follow.

Then they sold the consumer division to Johnson & Johnson for around 16 billion dollars and that was the beginning of the end! Was not too long after that life as we knew it begin to change. Company store closed, lunch buffet stopped and the layoffs begin.

The workplace begin to turn into a very intense place especially for senior company executives who did not know if their jobs would be taken away. To date thousands have lost their jobs at Pfizer in spite of the fact that they as recently as a year and a half ago acquired a smaller pharma company (Wyeth) that came with a pricetag of billions of dollars! Makes a person wonder how a company that produces what was the worlds best selling drug (Lipitor) at 16 billion in annual revenue could be laying off employees?

Nonetheless I would still highly recommend Pfizer as an employer to anybody. Consider this....I am one of the thousands laid off....as I type this (9/21/2012) I am actively applying for jobs to return to the company! But I must say the hiring consideration for former employees should trump (be given priority) over someone coming in off the street who knows nothing about the inner workings of the company. Currently Pfizer does not give preference to former colleagues who would like to work there again and they should.

Stay tuned....

Contract Operations (Pharmaceutical and Consumer) strategies and provided guidance on implementing tactical plans to streamline tasks and save time.
•	Collaborated with internal stakeholder groups (Legal, Sales, Brand Marketing, Finance, Compliance, Distribution, Customer Service, Credit, U.S. Pricing, Forecasting, IT, and R&D) ascertaining a solid understanding of practice areas enabling cohesive communication and productive interaction.
•	Primary drive of change in educating teams on identifying contract bundle language, directed the development of intuitive proprietary system to assist in tracking contract bundled data. This enabled finance to track and calculate the Deficit Reduction Act (DRA) government pricing calculation and reporting obligations associated with Average Manufacturer Price and Best Price. Directed the development and approved  standard operating procedures. 
•	Managed vendor relationship both contingent workers and Auditors (off and on shore staff).
•	Coordinated activities during Pfizer’s acquisition of Wyeth providing transfer of contract knowledge.
•	Instrumental in the creations of 70+ business processes and 50+ Job aids/SOP’s supporting contract operations. 
•	Motivated change and introduced valuable content to our clients via Wyeth’s first contracting intranet site. 
•	Skillfully negotiated vendor pricing and drove the implementation of PHS 340B Member Match software tool. This identified non-compliance situations, avoided compliance violations, supported the adoption of proactive measures.
•	Initiated early adoption of the Agreement Management System (Global Contract Repository); directed and executed the project rollout plan to six contract business segments. 
•	Introduced audit process models, which managed Sarbanes-Oxley (SOX) 404 Revenue Cycle Legislation. Achieved accolades with 100% compliance during internal/external audits between the years of 2002-2009.
•	Business Project Team Leader driving CARS/IS Software Upgrade 3.1 to 3.11 Project (COMET) 2005-2006; Version 3.13 in 2009; executed successful and seamless upgrades. Managed stakeholders, timelines, updated documentation, user acceptance testing (UAT), communication, met budget constraints, managed timelines, and expectation of executive leadership team. Project valued at $600K.  
•	Organized committees to develop and introduce training plans to assist in retaining talent and motivating colleagues.
•	Assisted Executive Director in managing equipment inventory and department budget valued at $6.5M

Typical day centered around the development of each representative as well as developing 10 incredibly talented individuals into an extremely effective, dynamic and cohesive high performing Team.

Holding my Team accountable for executing and successfully accomplishing the goals, objectives and imperatives which were created as a Team.  

Typically had 4 days in the field and an office day.  

Key Learnings:
 The faster you develop your people into a Team the easier it is to exceed revenue goals.  As a Leader, communicating effectively from the very first day on is key to success.  Setting expectations, creating a dynamic culture, identifying and effectively using towering strengths from each person accelerates the Teams effectiveness in key areas such as product and/or disease state knowledge, competitive advantages, networking, handling objectives, effective openers and questions.  Lastly, I believe you should have a strong representative who will challenge your decisions relative to strategic initiatives, resource allocation and problem solving keeps my analytical, messaging, targeting and team dynamics skill sets sharp.

The hardest part of the job was balancing the time you must have with your Team and the onslaught of emails, phone calls, messages and the time required to make certain you're not only executing your initiatives.  You have to determine the growth, rate of growth and modify plans as necessary.  It becomes a challenge when you have 5 products for 5 different disease states and the 5 disease teams you're working with.  

Bottom line, it's all about effective planning, preparation, execution and evaluation.....Time Management.

Most enjoyable part of the job is when the company drops 5 people from different divisions into your Team and watching them become excited about helping others, truly care for each other, and transform into nationally award winning Team who truly enjoyed the journey as well.

Everything succeeds or fails based on Leadership.  Outstanding and Effective Leadership raises the bar for the rest of the organization.

At Pfizer Corporation there was no typical day.  
As previously mentioned I worked all aspects of Human Resources, from recruting, United Way Campaign--travelling to HQ for training, AAP, New Hire Presentation, among other duties.

I have always said more than any university, my learning experience from the company was priceless. It was during a period of great change for any HR Department, as the Department was no longer an "attached" department of Finance and or Marketing.  It was during the time period where federal laws were commencing, (such as AAP, Family Medical Leave Act, Pregnant Mothers, Discrimination Acts,  among others).  It was the moment of total organization and I was part of that movement.

Due to all the new changes, laws, etc., management of time and employees was of utmost importance.  One had to know how to deal with changes, and although this was all new, it was a challenge, a well welcomed challenge.

During my tenure at Pfizer I can say that co-workers were excellent.   Up to this date, I have never had problems with any co-worker.   As a professional in HR, I have been able to work around even the most difficult people, always bringing out the best in them.


The hardest part of my job was a change in supervisor, whereas my first supervisor was more balanced towards both employees and company; my second sueprvisor was very demanding and along with many changes that were occuring within any HR Department during that time made it somewhat difficult work the balance the company had with internal customers, which were the employees.

The most enjoyable part of my job: my participation with the United Way Campaign, the company would completely go out of its way to make employee participation as attractive as possible. Also, working on behalf of the company in community awareness was also very rewarding.  I would go visit different orphanages, homes for the elderly and evaluate their respective needs, and see how the company could contribute their needs.  I made contacts with other companies and they too would help us with these needs.

I'm not even sure where to start. First off, during your interview they are purposely vague about the company culture because it's absolutely non-existent. If you are a "colleague", as they call it, you have access to company benefits such as PTO, medical, and respect. But if you are a contractor you're subjected to whatever garbage benefits your agency offers, which are usually extremely expensive, if any at all. The divide between colleagues and contractors is almost scarily apparent right from the beginning. Being a contractor nothing you say is ever taken seriously and you're practically disposable and treated as such. The "top" management members have horrible communication skills. When an issue happens they are quick to point fingers and gasp in confusion but will seldom leave their offices on a daily basis to actually, you know, manage. They usually do an annual "clean house" which means that every so often they will fire 5-10 contractors for whatever menial reason they may find. Contractors have practically no room for advancement within the company because there's always the claim of a "hiring freeze"; however, when a position magically opens up you already know who will or won't be considered for the position because it's based 25% on qualifications and 75% on favoritism. The position itself is really quite monotonous...You're either doing ECGs, drawing blood, sitting on the computer, or scanning badges in the cafeteria for 8 hours. There's nothing more that contractors are allowed to do within the building and you will not pick up any valuable skills or knowledge working here. Management also has no concept of what it means to delegate tasks based upon qualifications...They have LPNs drawing blood that have never even touched a syringe before and they end up missing veins constantly to the point where study subjects are actually in physical pain. This job is perfect for someone that's a retired EMT or Paramedic. The only real "benefit" is the work/life balance aspect of the position; taking ample time off wasn't an issue nor was it frowned upon.

A typical day at work as an Automation Technician will be, check for breakdowns if any, if not check your email or work on PMs. Be aware for any phone call, email or anyone that reach you out for troubleshooting or support. In addition to that, complete "training"in your e learning center will by a must on your typical day. I learned that communication, planing and collaboration are very importants, but not always are applied as they should. The work task balance was  univen distributed between techs and you could end with a lot of engineers request, plus PMs and breakdowns. About workplace culture, there are ok on that, no discrimination or harassment. The hardest part of the job is deal with the lack of tools and equipment to perform the job. You will be dealing with expired licenses for softwares at the time of a breakdown and you won't be able to respond on time, the wrong cablento comunicate due to the different protocols and equipment brands. Also, the limited quantity of devices to troubleshoot, specially when contractors barrows them. Sometimes you're limited because the system depends on the vendor and you can't go farther until you can reach them. And finally with the hardest part of the job is that you don't have a lunch time. However, don't having a lunch time give you the freedom to lunch whenever you can if you can. You can get out of the job place to buy food. Also, you can have your own coffee maker at your office. They are very flexible with the time off request. The benefits are greats, vacations and sick days are separated, plus personal days and caregiver days. Parental leave up to 3 months. Holidays are paid no matter if you work on that day or not. If you work Holiday is 1.5 plus the holiday pay. Overtime is also paid at 1.5. They have great bonuses too and free food for special occasions or celebrations. The compensation was not the best, but I know that they are doing better on that. A better organization and task distribution will make this place a place that you don't want to leave never, but  looks like that will take longer than I thought. 

I enjoyed the work and I excelled quickly. However, the culture and particular consultant that I worked under was a micro-manager and did not allow for lunches, breaks, nor open communication among fellow team members. 

I learned how to navigate within a new database and how to work with the procurement team and other licensing departments. I used skills and techniques in order to update, renew, sell and support Pfizer clients and vendors with their newer software launch program.

I was familiar with their software set up for the most part and ticketing system due to the many different applications that I used on a regular basis with my previous place of employment.

I did a great amount of database clean up and worked to update the licensing information and manage the software contracts of the different clients and vendors that worked with and for Pfizer.

The most difficult task of my everyday was overcoming the poor moral of the environment and the level of micro management that existed.

Don't get me wrong.. I can handle some of the toughest scenarios and I have had my fair share of bosses in Corporate America that had some level of micro management. However, this woman and this consultant took it to new extremes. It was unhealthy overall and I should have been more cautious when she said that her turn over was high. 

None the less, I respect the nature of the position and I am flattered to have been chosen to work on her team and represent this company. I am grateful for all experiences that are put in my path, be it good, bad or indifferent.

I believe that nothing is coincidence anymore, rather what you choose to make of the situation. 

I am a firm believer that attitudes and behaviors drive success. This was the biggest hurdle within this situation. Therefore, out of respect for the team and my future.. I did not want to waste time pursuing a position that wasn't going to be a good fit and a permanent career move.

Don’t bother working for Pfizer if you’re going to be in a contract position. Contractors are treated as less than, given almost no benefits, and are simply left out and not allowed to go to fun or career furthering events simply because of their position when quite literally everyone else they work directly with every single day who has a badge with a different colored stripe gets to advance their career. If you’re a contractor at Pfizer you’re basically worthless to them and they can and will fire you at any time, at a moments notice, leaving you to pick up the pieces of your life with no severance package, back payment, or a day to say goodbye to coworkers. Communication at Pfizer is almost nonexistent. If you apply for an internal position, you should fully expect to be waiting 6+ months to be go through the entire application and interview process to then be rejected because people in management positions are disorganized and take more days off than they come to work so they didn’t get their paperwork in in time. People aren’t chosen for promotions because of their skills, they’re chosen based on unrelated projects they’ve worked on that helped people in management positions do less work. Don’t even try getting in touch with upper management, as in my case, our upper manager had a small circle they kept close while ignoring everyone else and taking every opportunity they could to completely disrupt everyone’s ability to do work efficiently or have any semblance of privacy or peace in which to do their work. Our upper manager fostered a toxic work environment where shifts would talk badly about each other and gossip was rampant, and allowed a shift manager with no people skills who didn’t let coworkers converse at all without being berated continue to rule the lab. All this is to say you can find a much better job. The pay and benefits aren’t worth the extreme toxicity and lack of communication that Pfizer seems to hold so dear. 

Pfizer is a great place to work, the management on the other hand is bad, favoritism, gossip, not around when needed, more into the stocks Pfizer offers not the job. I was laid off due to a rumor the group lead told the supervisor. I did not get laid off due to my work ethic, I am a very hard worker. The group leader before he was the leader, called in for 3 months with no work applied for a job he had no business doing got the job, when there was a woman who also applied and was way more qualified was turned down. the group leader that was promoted was promoted to a position he did not know and the woman who had applied moved to a different room and the room I was in was chaotic, no one know what they were doing. the group leader never showed up to work, and when he did he was lazy and did not want to do anything, he always told me I wanted to learn to much, he got mad at me because I wanted to get hired on and move up, instead he talked to a supervisor whom was never there told him he didn't like me, not my work ethic but personal. I was laid off unfair but seeing I was through manpower the management would not talk to me, he would not tell me face to face I was let go, he text me and told hr I was a no call no show.
Pfizer is a wonderful place to work, the management is bad. hr is bad, no one wanted to here me due to lack of communication? I am a very hard worker, I am assertive, dependable, reliable, charismatic, thirst for knowledge, and Pfizer was job I loved, I seen Pfizer as a career, I was enthused to go to work. Group leader did not like me asking questions about the job, He told me he didn't want to teach me the job and I was denied a career due to poor management and favoritism. I worked there for 90 days never late, never called in, when it was time to convert I was denied. I feel the management gets rid of employees without knowing their work ethic or their passion for work. when its time to convert from a temp agency they let you go instead of giving you the career you trained for.

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