Peru
Senior HR executive with 15+ years leading regional teams across Latin America. Currently head of People Partnering for Maersk Logistics & Services in Latin America. I specialize in building strong, people-driven organizations that enable transformation and operational excellence. Known for combining strategic thinking with execution, I’ve led HR team building, new logistic site launches, and employee experience programs across the region. Passionate about leadership, inclusion, and delivering lasting impact through culture, talent, and data-driven solutions.
- Lead the People Partnering organization in Latin America covering 15 countries and supporting 4,000 employees. - Provide and implement HR strategy for Contract Logistics, Ground freight, and depot operations, ensuring alignment with business goals. - Build of the regional team with People Partners and People Advisors roles across the LAM countries. - Drive initiatives on talent, performance, workforce planning, and leadership development for Heads, managers and leaders. - Lead the implementation of Performance Management philosophy and tools, and Learning strategy in frontline operations. - Oversee the HR strategy for site launches. - Drive a data mindset through data analytics. - Enable engagement processes using Gallup methodology through the region.
- Lead the People Partnering Organization in Peru for Maersk Group (APM Terminals Callao, Maersk Line and Maersk Logistsics & Services). - Lead the regional Employee Experience Strategy and Talent agendas, improving engagement and retention KPIs. - Successfully deployed global programs on performance, talent development, and culture transformation. - Provided coaching and strategic HR support to terminal leadership teams. - Supported change management in reorganizations, site expansions, and labor transitions. - Acted as a trusted advisor for leaders and played a critical role in HR cycle processes.
- Lead the implementation of global organizational design and reward frameworks. - Oversee HR metrics, compensation structure, job architecture, and performance management. - Deliver internal communications strategies and employee engagement surveys. - Design the career framework for operational roles, creating development paths for talent mobility. - Lead the Talent Attraction, Talent Development, Payroll, Rewards, Social Welfare, Staff Administration teams and processes. - Lead international moves for expats. - Lead policies development complying with law. - Partner with Employee Relations teams on Unions topics.
- Lead the enablement of key digital platforms to support the future growth of the business, ensuring full alignment with the company's digital transformation strategy. - Establish and structure the technology & analytics function to drive strategic decision-making. - Spearheaded the implementation of business intelligence solutions to measure and maximize the value proposition of commercial offerings. - Lead the successful deployment of SAP in Alicorp Brazil, managing a USD 5M project with cross-functional alignment. - Design and implement service level indicators (SLIs) to enhance operational performance tracking and accountability.
- Lead the corporate compensation management across six countries (Peru, Ecuador, Chile, Colombia, Honduras, and Guatemala), reporting to the Organizational Development & Compensation Manager. - Ownership of key talent and performance processes for administrative functions, driving strategic alignment between people and business goals. - Lead the implementation of the Hay Group Job Evaluation methodology, standardizing position valuation across all geographies. - Design and deploy a new Talent Mapping framework using the 9-Box Model, enabling the creation of career development pathways for high-potential employees in administrative areas. - Develop and execute a new annual bonus program tailored to the specific dynamics and strategic priorities of three different business lines. - Lead the design and rollout of a differentiated compensation model, incorporating business strategy and organizational structure as core variables. - Author and implement the Corporate Expatriate Policy, ensuring consistent, fair, and compliant practices across countries. - Develop the Corporate Compensation Policy, setting foundational principles and guidelines to support sustainable and equitable compensation management.