Costa Rica
Global Total Rewards and Compensation leader with experience designing, implementing, and governing rewards programs across multinational environments. Focused on building compensation and Total Rewards solutions that are market-competitive, scalable, well-governed, and aligned with both business priorities and employee needs. Experienced in base pay, annual compensation processes, job architecture, job evaluation, market benchmarking, compensation analytics, policy interpretation, and stakeholder-led execution across different countries and business contexts. Extensive experience partnering with senior leaders, HR, and cross-functional teams to assess complex compensation scenarios, support business decisions, strengthen governance, and improve the way Total Rewards programs are delivered. Known for bringing rigor, attention to detail, and practical judgment to complex rewards challenges. Uses analytics, automation, Power BI, PowerApps, Excel, and Artificial Intelligence to simplify processes, improve decision-making, and build scalable solutions for HR and Total Rewards teams. Especially interested in the future of Total Rewards, where compensation strategy, technology, data, AI, and employee experience come together to create smarter and more sustainable people solutions.
Lead Total Rewards and compensation initiatives across multinational environments, with focus on compensation strategy, base pay, job architecture, job evaluation, incentives, recognition, benefits, governance, and scalable program execution. Key contributions: Lead the design, implementation, administration, and communication of Total Rewards programs aligned with business and people priorities. Partner with senior leaders, HR, and cross-functional stakeholders to assess the impact of organizational, market, and strategic changes on compensation programs. Evaluate compensation programs for competitiveness, scalability, compliance, governance, and long-term relevance. Analyze complex compensation scenarios using market data, benchmarking, business context, and scenario modeling to support leadership decision-making. Lead stakeholder alignment and change management for new or updated rewards initiatives. Review complex employee cases and policy exceptions, balancing governance, business needs, internal equity, and employee experience. Strengthen Total Rewards capabilities across HR teams through consulting, guidance, and knowledge sharing. Support the evolution of compensation practices in response to market consistency, transparency, governance, and compliance expectations.
Trusted partner to leadership and HR, responsible of consulting and commercializing the execution of the total rewards strategy in the Corporate Function. Takes escalations on complex cases and responsible for all total rewards governance and compliance for the businesses. Responsible for designing, implementing, administering and communicating programs that align rewards with organization goals, among them: • Base pay management • Job architecture and job evaluation systems • Short and long-term incentive programs • Recognition programs • Employee benefits, including healthcare, retirement, insurance, well-being and other benefit programs • Functional consulting expertise to line management and HR. • Responsible for making improvements of processes, systems or products to enhance performance of the job area.
Led compensation operations, analytics, offer support, governance processes, and team coordination for employees across the United States, Canada, Puerto Rico, and international assignee populations. Key contributions: Delivered salary recommendations and offer support aligned with market competitiveness, internal equity, and company guidelines. Managed compensation approvals, audits, exception reviews, and issue resolution processes. Supported North America Total Rewards leaders with compensation analytics, strategic projects, and key initiatives. Improved compensation data quality through validation, audits, controls, and issue resolution. Drove automation and process improvement initiatives that reduced manual work and improved consistency. Coordinated team workload and execution, reinforcing quality, service delivery, and continuous improvement.
Supported HR transition and transformation projects related to workforce processes, compensation, onboarding, job banding, data management, and implementation governance. Key contributions: Led HR transition activities related to services, resources, workforce processes, data, and implementation readiness. Supported compensation-related job banding and classification processes. Coordinated project execution against contractual commitments, stakeholder expectations, and compliance requirements. Supported HR systems and process improvements through reporting, validation, workflow enhancement, and data updates.
Managed HR data, compensation-related changes, reporting, controls, and process support across Latin America. Key contributions: Reviewed and approved salary, band, and position changes for Latin American employees. Managed large HR datasets, identified inconsistencies, and supported corrective actions. Used advanced Excel analysis to improve data quality, reporting, and HR operations. Supported onboarding processes across Latin America.
Supported quality management and operational improvement initiatives in a customer service environment, with focus on QA data analysis, reporting, calibration, stakeholder communication, and process improvement. Key contributions: Collected, evaluated, and analyzed QA data to identify performance trends, quality gaps, and improvement opportunities. Prepared reports and action plans to support quality improvement, operational consistency, and service performance. Audited quality assessments to support internal calibration and improve evaluation accuracy. Partnered with internal stakeholders to review QA findings, align on improvement actions, and strengthen process execution. Presented QA metrics and recommendations to internal and external clients, supporting data-driven operational decisions.
Led new hires through their transition from training to production, with focus on onboarding, operational readiness, coaching, service quality, and early performance support. Key contributions: Supported new employees during their transition from classroom training to live operations. Coached team members on process execution, service expectations, productivity, and quality standards. Helped ensure smooth integration of new hires into daily operations and team routines. Reinforced performance behaviors, operational discipline, and customer service standards. Acted as a first point of support for new team members during their initial production stage.
Built foundational experience in customer service, technical support, issue resolution, and client-facing communication within a fast-paced operations environment. Key contributions: Supported customers with service inquiries, technical troubleshooting, and account-related requests. Assisted with dealer activation, work order modifications, and service process updates. Provided support to customers and business partners, helping resolve issues accurately and efficiently. Strengthened communication, problem-solving, customer relationship management, and service quality skills. Developed early experience in operational execution, customer experience, and process-based service delivery.