Carolina Sosnowski, Mba Email & Phone Number

Houston, Tx, Us

Cleveland, Oh, Us

- Developed and executed the HR strategy for the Aerospace divisions, encompassing key areas such as leadership development, change management, cultural integration, talent development and retention, employee engagement, diversity, equity, and inclusion (DE&I), as well as empowerment initiatives.- Facilitated a cohesive approach across multiple locations to ensure a consistent company philosophy, culture, and practices that enhance the employee experience.- Led the annual talent review and performance management processes, collaborating with various functional and operational teams to focus on talent mapping and pipeline development that aligns with business requirements, while also measuring and tracking progress on a quarterly basis.- Established succession planning and staffing strategies to ensure that key talent has tailored development plans and clear career pathways, remaining competitive in the marketplace.- Standardized programs, procedures, and guidelines for HRBPs to guarantee uniform practices across all U.S. locations.- Led an organizational design initiative for essential functional and operational departments, emphasizing structural alignment through strategic workforce planning.- Ensured that HR programs comply with internal policies and external regulatory requirements.- Managed the analysis and oversight of compensation systems to align with business objectives.- Oversaw the Workers' Compensation program, ensuring effective management and compliance.- Appointed as the Corporate Champion for the Engagement and High-Performance Team, responsible for providing corporate guidelines, tools, and resources to leadership in order to cultivate a thriving high-performance culture and enhance employee engagement through key initiatives.- Collaborated with the legal and labor relations team to establish a labor relations strategy that will improve the effectiveness of negotiations regarding benefits and economic requirements.

Cleveland, Oh, Us

• Global HR leader, serving as the ambassador for the biggest acquisition in Parker’s history.• Strategic Partner leading the overall HR project plan (HR Operations, interdependent areas, and Team Member Experience), in liaison with Global Integration team leaders and Corporate HR functions such as Total Rewards, EHS, DE&I, Learning and Organizational Effectiveness.• Responsible for the global HR project management plan and deliverables: IMS (Integrated Master Schedule), WSR (Weekly Schedule Report), and HR Blueprints (1+360 days process mapping and actions).• Led the global organization design (new org. structure, appointment of staff members), capturing synergies in partnership with global functional areas and divisions.• Developed the talent retention strategy for key talents, talent development and succession planning for the integration team members.• Culture Integration, ensuring alignment and decision making with key stakeholders for a successful day 1 + 360 implementation project plan.• Led the development and implementation of change management and culture integration strategy.

Cleveland, Oh, Us

• Led the design, implementation, monitoring and coordination of programs, processes, tools, and methods that support talent management, succession planning, onboarding, career management, retention, talent acquisition within the Group. • Responsible for articulating the partnership between Corporate and business divisions on rollout of corporate initiatives and programs, providing education & support to elevate HR & business leader capabilities with respect to knowing, assessing, and developing talent. • Acted as strategic partner, understanding and involvement in business issues, participating in business task forces, providing program management of workforce planning, skills assessment, succession planning, champion of Company culture and management practices. • Responsible for planning and executing org design initiatives to support strategic business goals.• Responsible for graduates and internship programs, focusing on talent pipeline. • Acted as liaison for leading change, create understanding among team members about the need to change and how change will help them and the business in the short and long-term.• HR Leader focused on providing support to functional and commercial teams in areas such as talent management, recruitment, employee engagement, and retention strategies.

Cleveland, Oh, Us

• Developed and implemented the HR strategic plan, utilizing the VOIC (Voice of Internal Customers) to have a better understanding of business challenges and action needs. • Led continuous HR process improvement such as recruitment/staffing process, turnover management, retention initiatives, compensation/pay activities, and employee relations.• Developed and implemented the talent acquisition strategy, including onboarding programs for hourly and salaried team members, through a Value Stream Mapping exercise in partnership with the Lean leaders. • Championed team members’ two-way communication programs and focus groups, that provided open, candid and frequent information-sharing with management, ensuring consistency in engagement and performance. • Assisted in assessing needs, designing, developing, implementing, and evaluating division training initiatives. • Managed the division performance and succession planning processes.• Administer all HR policies for the division, ensuring adherence to corporate EEO/AAP policies.• Reinvigorated the High-Performance Teams’ culture and processes with brainstorming sessions and low hanging fruits’ exercise to prioritize action plans and next steps. • Actively participated on the weekly genba walks to measure the progress of HPT culture. Participation increased from 78% to 98%. Engagement scores from 77% to 81%.

Cleveland, Oh, Us

• Development and implementation of “Leadership Academy” for Front Line Leaders, Managers, and senior executives. Act as facilitator for several training modules. • Change management initiatives in partnership with external consultant.• Developed and implemented a robust processes across the full talent life cycle, such as talent management strategy, onboarding, succession planning and talent pipeline. • HR KPI’s: Quarterly follow-up with leadership team and Group President.• Implemented internship program, focusing on increasing talent pipeline in critical areas. • Corporate Engagement survey and action plans for Latin America.• 3-years consecutive GPTW (Great Place to Work) certification (2017-2019)

Cleveland, Oh, Us

* Worked closely with General Manager, business units and other management teams in the Group and Corporate, acting as strategic partner to continuously improve the level of customer service provided to each team member. * Responsible for providing support to business on the following HR disciplines: payroll, benefits, compensation, talent management, talent acquisition, engagement & empowerment, workers compensation, and labor/union relations.* Close partnership with Latin American Group President and General Managers, Business Units, and other management teams for a broader business understanding and implementation programs.* 3 direct reports, 9 indirect reports.* Development of Group HR & business strategy and action plans.* Union relations strategy and implementation, profit sharing agreements, annual salary campaign, direct negotiation with union to avoid strike, focusing on issue-free work environment.

Northampton, Gb

• Act as HR leader to support 3 distribution centers, 3.000 team members. • Development and implementation of HR strategy and action plans, including union strategy, succession, and retention plan. • Improvement of performance evaluation process with hourly team members. • Within union negotiations, responsible for Avon Brazil (around 8.000 employees, with 06 different union representatives for negotiations).

Tokyo, Jp

Kista, Stockholm, Se

• HR strategic plan aligned to business needs, HR policies implementation.• Active participation with senior leadership team as HR business partner.• Engagement survey and action plans.• Assessment and action plans to prepare successors for strategic positions.• Annual salary review aligned to performance and potential evaluations.• Social Responsibility programs.• Talent attraction through recruitment & selection strategy.• Union relations strategy and implementation, profit sharing agreements, annual salary campaign, direct negotiation with union to avoid strike, focusing on issue-free work environment.• Competence Matrix development aligned to business needs.• Training Plan: development and accomplishment.• Remote Work policy development and implementation.• Talent Retention Plan through different benefits and competence development.• Bonus Payment Negotiations aligned to business targets.• Hours’ compensations and salary adjustments due to Annual Inflation.• Start-up of L&D department, including controls, measurements, database, work instructions.• Responsible for internal and external audits (ISO 9001, DNV).• Recruitment & Selection processes and controls (managerial reports, time to fill measurements for each position, end-to-end workflow control, etc.).• Interface with Internal Communications area.• Interface with Operational Excellence department to support “recognition program & rewards” for hourly team members.

Executive Mba, Business Administration And Management, General

Master'S Degree, Human Resources Management/Personnel Administration, General

2000, Business Administration

Coaching Certification – Icf (International Coaching Federation) – In Progress., Professional Coaching