Multi-country strategic and hands on leader of the HR strategy across Mexico, Central America, South America, Iberia, and Europe, aligning people's operations to EBITDA and ROI goals while implementing HRIS, total rewards, and talent programmes. • Human Resources Strategy : Cross functional leadership partnering to define and implement the lEBaBubIsToiDnuA er sc(s YoTTmDra)p, nl3isa8fon% crmse taa(itfnf iocpnlur, odOdirnugg catunivnisitiaoy, tn ieomnnaaabl nElaifnfgg eecimntivveeensntte) msas ennad t nafd ocr Ghnileoevbw ianag l cPoeqvouepisr lie 1tM ioOnEpsue. rro aationnns uaal ginecnrdea asee nsin uring • Talent Management: ATS and HRIS implementation enabling people analytics for decision-making,, organisational policies and procedures alignment and redefinition of talent processes including recruitment, onboarding, performance, talent mapping and leadership programmes resulting in 27% increase in employee engagement, 32% leadership retention and 12% decrease in turnover. • Staffing Budget and Total Rewards: Annual staffing budget, payroll , and implementation of the Total Compensation Strategy with defined salary ranges, bonus, KPIs and benefits per position through an organisational redesign creating shared services, generating 12% savings in staff efficiencies while increasing 18% the on-time-deliveries

HR Consultant in a technology and a medical company identifying improvement actions, positioning the department as a strategic and business contributor with a focus on business transformation and change management. • HRIS: analysis and definition of the HR operations structure, leading and supporting the implementation of the HRIS, ensuring 97% of staff engagement and increasing the department's business contribution by 8% EBITDA annual increase . • Consultancy and Change Management: Involvement in key company matters obtaining business acumen to advise, implement change management and support a detailed organisational transformation and effectiveness through redefined cross-functional processes, job roles, and structures, among others ensuring ROI, and achieving 11% in cost efficiencies. • People Analytics: Implementation of staff data reporting and analysis on a monthly basis positioning the HR role as a business partner enabling accurate decision making resulting in an increase of 27% of talent key processes.

Directed HR strategy for media operations in Mexico and the USA, supporting M&A, talent retention, organizational redesign, and compensation governance. • Human Resources Strategy: definition and execution of the people strategy aligned to business objectives in partnership with leaders ensuring the company's growth with efficient staffing frievqe ubirreamndesn,rtes, siunlctirneg asin inig ncerengaasigneg mthee nct osamtipsfaancyt'is ovn ain lu1e 9% by a1n2d 8% en(3a0bM linUg StDh)e . merger and acquisition of • Talent Acquisition and Management: recruitment process aligned to the ATS implementation, reducing coverage time by 37%; creation of an onboarding program per position, ensuring a positive candidate journey and 92% new hires permanency within a three year period; redefinition of talent performance and development programmes, achieving 71% staff retention. • Organisational Transformation and Effectiveness: structure redesign to merge brands, consolidate expertise increasing productivity in 22% and reducing staff costs in 18%, considering job roles, competitiive compensation packages and ranges, incentives ensuring legal compliance throughout the whole change management process.

LATAM HR manager and creator of the department in the region and all people related processes ensuring labour compliance in the four countries (Mexico, Venezuela, Colombia and Ecuador). • Human Resources Strategy: Creation of the Human Resources Department including definition of structure, staffing, key processees and procedures (with focus in Acquisition and Retetion), positioning HR in 97% as a positive busineess partner to the company. • Organisational Structure: design of the company structure aligning business needs with budget, headcount ratios, profiles and leadership roles, increasing EBITDA in +500k annual thorugh new service contracts. • Compensation and Rewards: definition of salary ranges, bonus and benefits, considering each country's leveling and ranking, driving an increase of 19% productivity.

Responsible for creating the Organisational Development Department for the +18k staff company , implementing all practices throughout the corporate office and +260 branches. • Talent Management Strategy: planning,implementing and positioning of the talent management processes, including performance evaluations, talent identification, training programmes and leadership plans for all staff, resulting in 79% staff retention and decreasing 19% of turnover. • LMS and Talent Development Programmes: implemention of the company's learning system from training programmes and sylabus to development courses aligned to career paths, achieveing 88% savings in headhunter costs and 34% of internal promotions to leadership posts. • Wellbeing, Culture and HR Governance: implementation of annual staff surveys and action plans, participation in employer's rankings (GPTW and Top Companies) , aligning staff procedures and improving a wellbeing platform in partnership with Stanford, decreasing 21% of absenteeism.

Responsible for the recruitment of 75% of the administrative departments in the +5k employees corporate office ensuring alignment of hire and onboarding of new employees to job roles. • Talent acquisition: definition of job descriptions, briefings, job posting, candidate screening, interviews, assessments, candidate evaluations and hiring process, achieving a 86% of successful hires within a two year permanency. • Onboarding program: compliance of new hires induction and onboarding plan during their threemonth trial period considering assistance to introductory courses, alignment of expectations and follow-up of performance resuting in a 97% alignment of the job description with the role performed within the first six months of hire.

People Analytics

Wharton School of Business

2017 - 2018

Organisational Analysis

Stanford Online Education

2018 - 2018

AI for HR

Ai Certs

2025