Vocal del Comité de Expansión /Coordinadora Zona NorteThe Spanish Association of Executives and Directors (EJE&CON) is a non-profit organization that promotes diversity, without gender or generation, in senior management positions and boardrooms. ​​Established in 2015, it comprises over 2000 professionals from large companies, executives committed to talent without gender or generational biases. Among the most notable projects are the EJE&CON Genderless Talent Awards, which recognize organizations working towards equality, and the EJE&CON Code of Good Practices for Talent Management and Business Competitiveness, currently with over 180 participating companies. ​​For further information, please visit https://ejecon.org/La Asociación Española de Ejecutiv@s y Consejer@s (EJE&CON) es una organización sin fines de lucro que promueve la diversidad sin genero ni generacion en puestos de alta dirección y consejos de administración. Fundada en 2015, está compuesta por más de 2000 profesionales de grandes empresas, directivos comprometidos con el talento sin sesgos de género ni de generación. Entre los proyectos más relevantes, destacan los Premios EJE&CON al Talento Sin Género, que reconocen a las organizaciones que trabajan para impulsar la igualdad y el Código EJE&CON de Buenas Prácticas para la Gestión del Talento y la Mejora de la Competitividad de la Empresa, que cuenta actualmente con más de 180 empresas adheridas. Más información en https://ejecon.org/​

Social and Solidarity Projects are linked to sustainable development goals. We pursue social commitment, contributing to the development of Non Profit Organizations.

Mission is to design the HR strategic plan to ramp up a software business within Roche. Requires deep knowledge of digital profiles, external trends, how truly agile and engineering companies works, working in evolving our culture into the digital trends• Trusted partnership with the digital functions to reach business goals, shape strategy, with a long-term view on business needs• Translating business priorities into specific people and culture actions, digital transformation.• Build and secure talent and digital capabilities• Advancing organisational design and effectiveness, fostering high performing teams• Build an international, diverse and result oriented work culture.ACHIEVEMENTS• CREATE A PEOPLE STRATEGY TO SUCCESSFULLY RAMP UP A DIGITAL BUSINESS WITH A DRAMATIC GROWTH OF 100 HEADS EVERY YEAR, GROWING FROM 100 TO ALMOST 500 HIGHLY QUALIFIED, DIGITAL PROFILES

ENGINEERING GROUP, OVER 60K EMPLOYEES, INCLUDES THERMO KING, TRANE, HUSSMANN, BOTCAT, TODAY MERGED WITH GARNER DENVER, GROWING HR POSITIONS FROM 2004 TO 2017Collaborating with the Business Leaders to excel business results by standing out our Human Capital.Successful partnerships with Senior Leaders all around the region. Functional leadership of local HRs across Europe. • Drive business results through key HR initiatives and the People Plan.• Provide guidance and coaching to both leadership team and managers around EMEIA in HR issues such as organization health, talent discussions and leadership development.• International Talent Resourcing: ensure the function is attracting, recruiting, and retaining the right talent that enables us to drive our future succession needs.• Process Improvement change management: continuously look for new ways to drive our business to achieve and exceed our targets while creating further engagement.ACHIEVEMENTS• HR LEADER TO SUPPORT CREATION OF NEW BUSINESS UNIT WITHIN THE COMPANY: ORGANIZATION, PEOPLE, MINDSET, ENABLING DOUBLE DIGIT ANNUAL GROWTH IN THE NEW BUSINESS UNIT. • SUCCESSFUL MERGE AND ACQUISITIONS. HR LEADER FOR TWO COMPANY ACQUISITIONS CAMERON-ITALY AND MB AIR SYSTEMS-UK, FROM DUE DILIGENCES TILL TOTAL INTEGRATION, ACHIEVING BUSINESS RESULTS. • MANAGED THE PEOPLE BUSINESS PARTNER ROLE IN MORE THAN TEN COUNTRIES AND DIFFERENT CULTURES

• Performed deep business transformation, collaborating with the business leaders, turning it from losses into a top results business. Worked under Lean Philosophy• Managed the full recruitment of new business• Change Driver to adapt business to a multinational culture and to different global business strategies. Cultural Change. Restructuring Projects• Reduction of absenteeism from 7 to 3 as per 6 Sigma Green Belt project 2009• Increasing Engagement Survey Results in 40% having the best Ingersoll Rand record result in 2010• Increased Revenue Employee ratio to 1M USD • Interim support and train to HR Manager in Trane Company. Cairo. Egypt. for 1,5 years above of this roleACHIEVEMENTS• REORGANIZATION AND REPROGRAMING OF THE HUMAN CAPITAL IN CAIRO PLANT, IMPROVING KPIS QUALITY, E&H, RETENTION ENGAGEMENT AND TALENT ACQUISITION

• Foster and drive understanding of European compensation philosophies, practices and administration among European leaders and managers. • Maintain a strong understanding of internal and external sales compensation design principles, practices and regulations.• Provide both strategic and operational HR support to assigned client group• Expert in WTW and IPE Mercer compensation systems• Understand the business goals and objectives and partner on workforce planning, talent management and organisational design.

DELL COMPUTERS. Paris o Designed together with a team, the Sales employee profile and a competency system. Developed the new training programs for the sales workforce. DANONE. Barcelona o Implemented together with a team, the Work & Life Balance and Employer Branding projects.SEARS PHOTO STUDIOS. USA. o Implemented together with a team, a new HR strategy to comply with the new global business strategy.