PROJECTS

Built a strong HR Infrastructure that included progressive and innovative practices, including effective performance management, recruiting and compensation plans.
Created plans (training, mentorship and new role development) with CEO to maximize the growth of future direct reports.
Designed People Rewards system to match the organization's culture and goals.

Engaged new hires during the uncertain phase from offer acceptance until their first day on the job.
Created structure to keep the conversation going and addressing new hires questions.
Decreased the hiring managers tasks enrolling new hires into programs and providing system’s access.
Designed an employee pre- onboarding tracker.

Shifted LATAM’s region strategic processes into the Global World-Class HR shared services organization while evolving the HR business partner model to be consultative strategic.
Improved visibility and control over human capital data.
Increased employee satisfaction and engagement.
Increased employee’s experience by 49%.

Collected the data and information necessary to clearly and uniformly define the different roles and levels within the organization.
Captured hierarchies within the organization to lead to the development of career pathways to support internal mobility and succession planning.
Created, designed the framework for defining roles (compensation, structure, and career path).
Identified talent gaps and expertise needed to meet business needs.
Eliminated pay inequity determining how roles should be compensated.
Created a clear hierarchy of roles within the organization, and used that hierarchy to drive strategic decisions, that supported equity, growth, fairness, opportunity, and talent retention.
Roles in different companies: Process Owner >> Process Leader>> Team Leader>> Contributor.