Altran ranks as the undisputed global leader in Engineering and R&D services (ER&D). The company offers clients an unmatched value proposition to address their transformation and innovation needs. Altran works alongside its clients, from initial concept through industrialization, to invent the products and services of tomorrow. For over 35 years, the company has provided expertise in Automotive, Aeronautics, Space, Defense & Naval, Rail, Infra & Transport, Energy, Industrial & Consumer, Life Sciences, Communications, Semiconductor & Electronics, Software & Internet, Finance & Public Sector. The Aricent acquisition extends this leadership to semiconductors, digital experience, and design innovation. Altran generated revenues of €2.9 billion in 2018, with some 47,000 employees in more than 30 countries. In the Portuguese market for more than 20 years, Altran Portugal has about 2500 employees and three offices in Lisbon, Porto, and Fundão.Role:Coach to the newcomers;Follow meetings to review the individual progress;Review team distribution according the business needs;Guarantee work material for the Recruitment Team;Guarantee the candidate information on the Altran´s Database;Recruiter for Infrastructure Profiles, Support Application, Dispatchers;Recruiter for Language Oriented Objects (Java, C#/.NET);Recruiter for Mobile Profiles (Android and IOS);Recruiter for Business Intelligence Profiles (SAS, SRSS, SASS, Oracle Business Intellinge, PL/SQL);

Full recruitment life cycle for Information TechnologyProficiencyLinkedIn Recruiter Key UserApplicant Tracking SystemsRecruitment Agencies relationship (Portugal and Brazil)Internacional Recruiter

Support areas of Business and Staff Functions for all HR sub process (hiring & staffing, talentand performance review, training and development)

-HR Leader of Project Plant Start up OREO and BIS Chocolates: I participated in the start-upproject of production lines for OREO biscuits and Chocolate BIS in Vitória de Santo Antão’smanufactory site (Hiring process of 400+ workers in partnership with the EmploymentAgency / PE; Training for Mondelez workforce through the creation of UAL - Universidade deAlimentos - in partnership with SENAI / PE; Creation of training program for Mondelezworkforce with suppliers of machinery). This represented the expansion of Mondelez Braziltowards Pernambuco state, this factory is responsible to supply overall demands of North-Northeast market.- Created a knowledge management program ("Multipliers of Knowledge") for Vitória de SantoAntão’s factory. It was a platform for peer-to-peer knowledge sharing which brought a bettercommunication flow for Bis and Trakinas’ production lines.- Responsible for quarterly HR audits (ISO 9001 and 22000 quality standards) through themaintenance of the records related to all of HR processes regarding each standard.- Responsible for the “Education and Training“ pillar in the implementation of IntegratedManagement System - Lean Six Sigma. This represented an evolution of my role and madepossible that all of the programs that I created was expanded to other product lines.- Business partner for the areas of: Costumer Service & Logistics, Continuous Improvementand Procurement.

-Multiplication of "Appetite for Development" program to North and Northeast of Brazil. Thisprogram existed in another regions of Brazil and was responsible for technical and functionaldevelopment of the staff (90+ administrative workers trained through the program).- Expansion of "Sales Academy" for North & Northeast. This academy was focused on sales,marketing and merchandising skills (280+ salesperson trained through the program).- Created a program for the development of middle management, with guidelines toperformance improvement and people development. It was centered on coaching,feedbacks, profile assessment (based on DISC) and diversity subjects for a group of 30+middle managers.- Organization of Internship exhibitions at North & Northeast also the development of partnerships with universities in this region.- Development of "Kraft Flex" Program to offer better quality of life to the employee, throughpartnerships in the field of health and wellness.

- HR Responsible for Lacta Easter Project (2010, 2011, 2012 years): budget planning,increase in the number of partner agencies for hiring and staffing to serve Kraft’s actions inNorth and Northeast of Brazil; Sales team support; Implementation of temporary staffselection. Easter represents the main event for Kraft Foods in terms of sales and results inBrazil- Created a trainer's program to support the knowledge about Easter season;- Diversity awareness program for sales team (Hiring and development of people withdisability);- Expansion project for North and Northeast’s sales structure – acquisition of 70+ salespersonpositions and 200+ merchandising promoters;- Reformulation of the variable remuneration program for sales and merchandising teams;- Project for the integration of the sales force during Kraft & Cadbury merge in 2010.

HR Generalist for Sales North Northeast:- Hiring & Staffing- Compensation management- People development- SAP data management and analysis- Support to development and execution HR Programs

Researcher at UFPETitle: "The impact of organizational culture on the actions of social responsibility in the hospitality business - the prospect of managing impressions"

- Recruitment & Selection - Management and improvement "Trainee Program"- Support to performance analysis and improvement the tool- Restructure HR department - Consultancy Project: "Communication Planning"