• Lead the design and implementation of Global Talent Management programs across Scotiabank: Executive performance management, high potential identification, talent development and succession planning• Advise HRBPs in succession, high potential bench and talent capability insights to assure the bank has the right talent in the right place to execute the global strategy• Responsible for the development of a regional Talent Management Community of Practice, connecting HR professionals across the countries to share best practices, insights, design solutions and programs while promoting a global enterprise mindset.• Point of contact with HR Business Partners and Center of Expertise teams, to lead and support talent strategy for the business lines providing support, insights, and effective coordination in the execution of leadership initiatives – Networking programs, sponsorship / mentorship programs, executive onboarding, cross functional talent identification and succession planning, etc.• Monitor and analyze leading trends and best practices to continue enhancing bank-wide talent management programs and processes.

• Lead the implementation for the global executive performance program (objective setting, calibrations, year-end assessment and feedback) for all International Banking, aligning with enterprise culture and people strategy • Partnered with learning and development to design, develop and deliver learning and development initiatives to develop high potential talent and their leaders to ensure the diverse talent bench strength needed for the bank• Developed a regional Diversity, Equity & Inclusion Community of Practice, with teams from different countries, with the objective of designing and implementing standardize inclusive development practices, polices and processes, to promote a DEI culture in LATAM while partnering with the All Bank inclusion office.• Co-Lead International Banking HR Annual strategic business plan development, contributing with the transformation of international banking HR Operating model, with aim of creating a globally integrated function, through HR data and trends.• Point of contact for Centers of Expertise (CoEs) with HR Business Partners of International Banking, in service of adjusting, designing and delivering core bank talent programs and initiatives within a business and country context.

• Lead the design and implementation of the local strategy of Talent Management for all the companies in the group to identify internal talent and succession plans, presenting key indicators to upper management to follow up succession and development plans.• Provided advisory and accompanied leaders in the design of development plans for their talents in order to support their strategy, results and talent aspirations, while coordinating with other division to put together comprehensive plans in the short and medium term.• Lead the performance management program and development planning practices, through the design of a training and communication strategy by quarter, aligning the process with the expected behaviors during the stages of the process.• Designed and implemented the comprehensive corporate strategy for Inclusion and Diversity in all the companies of Scotiabank, considering the results of diverse data points to continue promoting an inclusive culture • Partnered with HR teams (local and global) and external vendors to continuously development, successfully implement and assess the effectiveness of talent, performance and DEI programs to meet the needs of the organization

• Design and lead the implementation of EXSA’s talent identification process, including critical positions, talented employees, action plans.• Moderate the talent identification process and presenting the results to the committees for calibration and creation of succession and development paths.• Follow-up of the individual development plans for the talented employees and successors, identifying initiatives aligned with their improvement opportunities or career line.• Identify training and learning needs by area aligned with strategic objectives and gaps in terms of knowledge, skills and competences.• Responsible for the integration of human resources management strategies at a corporate level to ensure the highest level of effectiveness and operational efficiency from a cross-cutting intra-group perspective.• Definition, design and implementation of best practices and strategies for attraction and selection, ensuring a better acquisition of talent. • Supervision of recruitment process at all levels within the company (administrative, operative, internal, etc.) as well as interviews to final candidates or senior positions.• Monitoring compliance with onboarding to all new employees in the company.

• Co-designed and implemented talent identification, development and retention strategies in alignment with corporate policies.• Supervised the implementation of employee engagement and culture assessment, as well as communication strategy on its results and provide guidance to leader on the creation and execution of action plans to improve their ratings.• Lead meetings with VPs and managers to determine training needs required for key divisions, preparing annual training plans covering hard and soft skills for the entire company.• Responsible of the Organization Performance Assessment process at all levels of the organization, including feedback sessions and performance development plans insights.• Creation and implementation of company-wide internal communication strategies.

• Co-design and develop with HR departments of the Romero Group companies, performance process and development behaviors and competencies based on Korn Ferry’s Lominger to be embedded to their companies processes and culture.• Review and standardize talent identification and development strategies and programs for the Group.• Supervise the annual talent identification and succession for the companies of Romero Group.• Preparation of reports of the annual sessions of talent and succession to be presented to the Executive Management, promoting talent visualization throughout the companies in the holding.• Co-development of career paths for cross training programs for the Group according to the job level.• Interview final candidates for senior positions.

• Implementar el área de Recursos Humanos en el área de Sistemas y Servicios Compartidos de la empresa.• Ejecutar y diseñaba los procesos de selección para el área de sistemas dando la posibilidad de reclutamiento interno.• Diseñar descripciones de puestos y las especificaciones necesarias para realizar el proceso de selección.• Determinar la mejor estrategia y medio de publicación para atraer e identificar candidatos potenciales.• Administrar semanalmente las publicaciones laborales y páginas web.• Identificar la idoneidad de un candidato a través de la revisión curricular, evaluaciones psicológicas y entrevistas por competencias.• Realizar reportes de los candidatos finales y los presentaba a los clientes internos.• Supervisar la inducción al personal nuevo. • Atender casos particulares de bienestar del personal.

• Supervisar el sistema de Evaluación de Desempeño 2012 – 2013, apoyando a los usuarios con cualquier inconveniente.• Realizar procesos de selección para puesto de las áreas core del Negocio, posiciones de especialistas entre otros. • Ejecutar entrevistas por competencias y dinámicas de selección, informes psicológicos y brindar el respectivo avance de procesos de selección a los clientes internos. • Supervisar la adecuada realización de procesos de selección masivos, para posiciones las sucursales del banco.

• A cargo de hasta 24 procesos de selección al mes para cubrir posiciones laborales de diferentes industrias.• Se logró realizar contrataciones exitosas de diferentes niveles jerárquicos para más de 20 clientes.• Publicar requerimiento de búsqueda y atracción de talento a través bolsas de trabajo, universidades e institutos. • Realizar entrevistas por competencias y dinámicas de selección, informes psicológicos y brindar el respectivo avance de procesos de selección a los clientes internos. • Presentar el short list de los candidatos elegidos a los clientes.

• Encargado de la Investigación y análisis del mercado.• Encargado de investigaciones secundarias.• Realización de focus groups, y posteriormente resolución de dudas a través de retroalimentación constructiva.• Elaboración de propuestas finales a clientes.• Presentación de informes y exposición de resultados a clientes.