São Paulo, São Paulo, Brazil
I am a passionate Human Resources professional, specialized in managing and developing people. I am a lifelong learner that appreciates transparent and collaborative work environments, values open dialogue and active listening as well as building trusted relationships. My purpose is to serve organizations through building a sustainable culture and HR practices that will help achieve business strategic objectives and, at the same time, meet individual employee's needs and society’s best interests. Some of my key qualifications are: • Consolidated career with outstanding knowledge in the following Human Resources subsystems: Organizational Culture and Climate, Training and Development, Career Management, Performance and Succession, Recruiting and Selection, Competency/Skills Models, Internal Communication, Endo Marketing, Employer Branding, Sales Team Development, Organizational Structure, Ethics and Compliance, Budget and KPIs, Policies, and Processes. • Management, design, implementation of Human Resources strategies focused on organizational transformation and engagement; team and stakeholder management in complex projects to enhance impacts on talent acquisition, management, and development, organizational culture, change management, learning, Diversity, Equity, and Inclusion (DEI), and internal communication. • Active participation in HR taskforces in merger and acquisition projects, as well as in the implementation of HR systems and technologies (SAP and company owned systems). • Conducting ethics investigations and developing business remediation plans. • Data-driven storytelling, using information generation tools (e.g.: BIs, dashboards) for analysis and strategic decision-making, contributing to engagement in projects and discussions on evolution and results. • Application of techniques and methodologies for people and project management: 9 Box, project planning, dialogue and conflict mediation, agile/scrum, design thinking, competency and personality assessments (e.g.: MBTI, Hogan, OPQ32/SHL), 5 dysfunctions of a team. Human Resources | Leadership | Performance Management | Development | Succession Planning | Career Development | Training | Corporate Education | Learning | Engagement | Employee Satisfaction | Talent Acquisition | Internal Communications | Employeer Branding | Influence | Strategic Planning | Project Management | Data Analytics | AI | Teambuilding | Lifelong Learning | Diversity | Culture | Change Management | Coaching
Accountable for Human Resources strategy overseeing all HR subsystems with special emphasis to organization design, cultural transformation, people development, change management and executive/management coaching. Also responsible for supporting business strategic planning in partnership with the CEO, leading the Executive Team throughout different stages of strategy design and KPIs definition/monitoring.
Main activities: executive/management coaching, profile assessments and leadersip development.
Independent consultant acting in projects related to organizational diagnosis, training and development, profile assessments, executive/management coaching.
• Responsible for the building the proposal of the Commercial Academy architecture, including all necessary skills for positions in Sales, Marketing, Agronomy, and Market Development, managing relationships and interests of stakeholders, and ensuring support from the Americas executive team.
Report to the Director with a team of 15 employees • Responsible for all HR subsystems, representing the area in executive board meetings with an emphasis on salary equity project, value based selling education, cost efficiency controls, leadership/executive coaching, English classes programs, and crisis management supporting factories and employees impacted by floods in Rio Grande do Sul, while acting as Interim Director (10/2023 to 04/2024). • Review of strategy, execution, and measurement of 5 HR specialty areas (Talent Acquisition, Culture and Engagement, Training, Development, and Internal Communication), and implementation of projects such as a new performance management process, redesign of local internal communication strategy, return-to-office post-pandemic process, and Diversity, Equity, and Inclusion (DEI) communities. • Development of a new interview model for 100% of voluntary terminations, data governance, and sharing analyses to guide HR teams and senior leaders in retention plans. Main projects and results: • Review of the internal communication strategy to meet the demand for a 50% budget reduction without compromising business needs. • Implementation of a team coaching process, training 37 managers in coaching tools, conducting individual sessions for 20 new managers, and developing a specific tool for gap analysis and development opportunities, followed by the creation of specific and personalized action plans. • Review and simplification of the onboarding process for commercial areas, increasing the satisfaction level from 50% to 73% in 6 months.
Report to Brazil HR Director, managing 2 key strategic projects: • Workforce planning and organizational design lead, based on a comprehensive review of business strategy, including interaction with major external consulting firms and influence on senior leadership, seeking structural and cost efficiencies, identifying essential capabilities, applying change management methodology, coordinating plan execution, and governance of expected reorganization impacts. Main projects and results: • People workstream leadership in a strategy review project, which resulted in a 20% reduction in fixed costs through the review of structures and processes and the implementation of innovative HR policies for the retention of internal talents. Creation of a talent pool strategy, resulting in the relocation of 37% of the occupants of eliminated positions to regional and global structures. • Training of 100% of managers in areas impacted by reorganizations in leadership behaviors, best management practices, engagement, and talent retention.
Execution of various projects for different clients (from family businesses to large multinationals): sales and leadership competencies, development of inclusive leaders, sales learning tracks, organizational structure, and executive coaching.