PROJECTS

HR Infrastructure

Built a global HR infrastructure to enable scalable growth

Built a global HR infrastructure that introduced progressive and innovative practices across performance management, talent acquisition, and compensation, enabling the function to scale with the business.
Partnered directly with the CEO to design leadership development plans, including training, mentorship, and new role pathways that accelerated the growth of future leaders.
Designed a People Rewards framework aligned to the organization’s culture and strategic goals, strengthening engagement, retention, and internal equity.

Pre-Onboarding

Designed a structured pre-onboarding journey from offer to day one

Designed and implemented a pre‑onboarding experience that connects new hires from offer acceptance through day one, improving early engagement and reducing first‑week friction.
Standardized communications and touchpoints so new hires receive clear information, expectations, and answers to common questions before they start.
Reduced hiring manager administrative time by centralizing program enrollment and systems access setup within HR shared services.
Built a pre‑onboarding tracker to monitor completion of critical steps, ensuring every new hire is fully prepared on their first day.

Onboarding

Built a structured onboarding program that accelerates new‑hire learning and integration into the business

Delivered a 54 percent lift in employee engagement scores for new hires, resulting in stronger retention in the first 12–18 months.
Improved time‑to‑productivity by 62 percent by focusing onboarding on role clarity, system readiness, and early performance milestones.
Embedded culture, values, and strategic priorities into the onboarding journey so new hires connect quickly to the company’s mission and ways of working.

HR Shared Services Centre

Stablished a permanent culture of continuing improvements and enhanced services level into the Global World-Class HR shared services centre

Integrated LATAM’s strategic HR processes into the global model and repositioned HR business partners as consultative, strategic advisors.
Improved transparency and governance of human capital data, strengthening decision‑making for leaders.
Boosted employee satisfaction and engagement, increasing overall employee experience measures by 80 percent.

Job Architecture

Built an Enterprise Job Architecture for Equity and Growth

Standardized roles and levels across the organization, creating consistent expectations, compensation, and growth paths.
Participated in building the job architecture experience on the company intranet, enabling employees to view roles and navigate career paths more easily.
Defined career pathways and succession options by mapping reporting lines and critical roles, strengthening internal mobility.
Implemented a role framework with skills, compensation ranges, and progression steps, helping leaders make fair, data-driven talent decisions.
Identified talent gaps tied to business strategy and used those insights to guide hiring, development, and workforce planning.
Reduced pay inequity by aligning compensation to clearly defined roles and levels, improving fairness and transparency.
My Roles in different companies: Process Owner >> Process Leader>> Team Leader>> Contributor.

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