Within the role of Regional Director the main challenge is to manage diverse Latin American cultures (Cultural Diversity), to interpret their realities and offer, design and implement competitive HR solutions for organizational development and managing organizational change for all this markets, its people, its processes and idiosyncrasies.Leading headhunting processes at regional level to high-profile positions using recruitment and selection nontraditional strategies.Deploying a headhunting business model structure for regional franchises to expand the scope of our services for new customers in the Latin American market.Identify, recruit, develop and track new business developers to build a partners network in key countries for company’s regional expansion project in the next five years; Guatemala, Nicaragua, Honduras, El Salvador, Costa Rica, Dominican Republic, Cuba, Perú, Ecuador, Bolivia, Colombia and the United States (USA), and continue to monitor the activities of Panamá and Venezuela.Lead business activities with a related approach to organizational change management, teambuildings, corporate culture, work environment, life coaching, executive coaching, diagnosis, evaluation and feedbacks for candidates.

Within the consulting team my main goals are the development, design and manufacture of proposals; diagnosis, planning and implementation of projects; talent detection, interview, talent assessment, management of events, suppliers and marketing of the company.From the Project area we develop organizational climate (diagnosis and management) individual or group assessment center (design, facilitation and return), talent headhunter (design nontraditional recruiting strategies to attract talented executives) and organizational change processes of various kinds, depending on the client, sector and opportunity area.Among the activities we develop, there are organizational change processes, performance/ objectives management and evaluation, assessment, climate, DNA, management and strategies planning, annual training plans, mass recruitment processes, selection processes for key positions, job/ profiles descriptions, sharing projects with SMEs and national and multinational companies from various sectors: pharmaceutical, technology, fashion, insurance, wholesalers, retail, construction, market research, automotive, chemical, among others.Developed a project for opening business operations in Panama; designing its structure, creating internal human talent and building a manual of key strategic processes key to offices in Central America (2010-2012).Deploy of the commercial activity of Evolucion Estrategica Consultores, opening clients' new accounts, extending the services of the portfolio them fitting to the Latin-American market (2013) leading the expansion of service portfolio and customer base for the business of HR consultancy, with visibility Andean region and Central America, Market analysis, competition, business proposals and deployment of open operating activities.

In Novartis de Venezuela, I was part of the Human Resources team as an Internal Consultant, holding an important role in the induction process management, in the recruitment processes (interviews, application and interpretation of projective and psychometric tests), design and facilitation of assessment center for staff selection and its development (including evaluation reports).I co-leaded the project of Organizational Climate Management in Novartis Venezuela 2007 (Every Voice Counts) with report to a regional level; I actively participated in the project Emerging Growth Markets of LatAm applying REX tool (Road to Excellence) to identify priorities and opportunities for improvement in the company, also with a report to a regional level. I collaborated with the planning, logistics and development of the Creativity Month, with multiple activities to explore and exploit the competence of Innovation in the company’s partners.Finally, I contributed with the project Talents (Toolkit Adjusting Lens for Selection) for the creation and implementation of a toolbox in selection of new staff, aligned with the project Job Family Global Architecture (GJFA), including the definition of profiles and competences of Novartis (Pathways) and with the BrassRing recruitment and requirements system, which stayed in design and planning phase.

I was part of a team of consultants-psychologists for a project in the Ministry of Energy and Mining, especially for the construction of a scale of VENINSA (Venezuela Industrial, SA) and of its change to CORPIVENSA (Corporación Industrial de Venezuela, SA) as a corporation.There, as an external consultant, I conducted interviews by competences and developed a consolidated report of improvement opportunities for the organization.

In Softmetrics, C.A. I collaborated in the supervision of measurement pilot tests of staff selection for customers such as Inelectra and Empresas Polar, contributing in focal groups facilitation, and finally contributing with proposals for the internal development of the company.

Cleaning and Maintenance industry. Responsible for the development of job description manuals, standard operating procedures manuals (according to ISO standards for quality assurance); articulation of a philosophical framework for the company. Among other activities I was responsible for the implementation of interviews, facilitating focal groups, design of assessment center and monitoring quality management. Furthermore, I attended meetings with the General Management to assess new opportunities for organizational improvement.

In my career as a professional even in the academic level, I operated databases (up to 16,000 individuals and more than 30 variables) in various programs such as Excel, Access and SPSS for academic institutions (UCV) and consultant teams. I have reported results and generated hypotheses in research logistics of human behavior for projects with customers as EDELCA (Electrification of the Caroni, CA) being part of the outsourcing work team in Datin consulting Corp, C.A.