Mexico City, Mexico
Bachelor’s in industrial Relations with an MBA, HR senior leader with 20 years of experience in multinationals and multicultural environments. I am a strategic and results-driven professional, with strong solid expertise as HR Business Partner. Employee and customer passionate advocate, with an expertise in leading complexity, transformation processes and building effective teams, always focused on driving change and results in an inclusive and high-performing culture.
Responsible for the strategic planning and execution of HR plans for all Business Units, both corporate and operations (~15,000 employees nationwide). Design and execution of corporate strategies that encourage a solid culture of DE&I, equal opportunities for our talent and ensuring an inclusive work environment. Responsible for the daily Unions management. Leader of a diverse team of 4 direct reports (2 Directors, 2 Sr Managers) and +130 HR team members nationwide. • HRBP model turnaround and credibility by designing and executing a new strategy across all business units, strengthening the service level and strategic vision with proactive support to business leaders • Designed and executed inclusive initiatives that had strengthen the Culture generating higher engagement through wellness, such as “Free meetings Friday afternoons” and daily personal time slots with an impact in corporate functions (~6,000 employees) • Successful new Union activation throughout the operation nationwide, in compliance with the new Labor law. Teamwork with Legal Labor teams and Operations leaders.
Responsible for the definition, design, and implementation of the HR strategy for Supply Chain Tribe (~18,000 associates nationwide) and to Senior Leaders of stores Operations within the region (~50.000 associates “Region Centro”), to ensure the delivery of the Associate Value Proposition through initiatives that support retention, development, and a valuable experience for the associates, as well as an effective leadership that promotes a work environment aligned to the Walmart culture. Leader of a diverse team of 2 Regional Managers and +200 HR members within 163 Clubs with +26.000 associates. • Created a solid HR team acting as a trusted business partner providing strategic advice and functional support to the Supply Chain VP and Senior leaders for an effective decision-making process related to talent management, productivity initiatives and transformation of the function such as: Agile Transformation on Supply Chain, Opening of 2 Distribution Centers (Mérida & Chihuahua), design of the fulfillment centers structures • Reduced attrition in 10pp by implementing regional initiatives addressing specific business needs such as: differentiated regional salary structures, assistance bonuses, a 4x3 scheme in Mérida, • Led D&I initiatives to continue building Walmart’s inclusive Culture such as: Increased to 2% of total HC the representation of People of Disabilities, the Buddies program for People with Disabilities onboarding process, and increased female Managers in the CEDIS through the Women Deputy Managers development program.
Responsible for the strategic planning and execution of HR plans for the Sam’s Club VP for both Operations and Staff. Advice and support to the leadership team in the effective administration of HR processes and the employee's life cycle. Planning and execution of different initiatives that support achieving business goals, and anticipate business needs. Leader of a diverse team of 2 Regional Managers and +200 HR members within 163 Clubs with +26.000 associates. • Reduced attrition by managing effectively the main KPIs and reducing the percentage of lawsuits received by ex-employees by designing a special training for the HR execution team
Responsible for defining the strategies of the Talent agenda and execution of HR solutions aligned to the business units assigned (Marketing, Sales, Supply & Procurement). Lead a strong business partnering in all matters related to employees; addressing needs to drive business growth by developing, retaining, and attracting top talent; building organizational alignment and enabling a strong, shared culture. • Implemented the Talent strategy: Direct and facilitate Talent reviews and Succession Planning processes, with a focus on achieving diversity and creating development plans for high performing and high potential employees. Lead the recruitment process for the client functions with the Talent Engagement support.