- Especialista de Talent Acquisition as a service.

- Consultora parceira em projetos de RH sob demanda.

- Atuação como Business Partner da alta gestão : Diretoria de Marketing, Operações e Tecnologia.- Construção e implementação das estratégias de atração, seleção de talentos e marca empregadora com foco em tecnologia e IA. (sistemas, políticas, métricas, esteiras, pontos de contato, EX, EB e gestão de pessoas).-Treinamento, desdobramento e suporte à liderança em rituais de gestão de talentos e performance.-Avaliação de desempenho, comitês de calibragem, treinamento de líderes;-Criação e implementação de playbooks e materiais de apoio;-Rituais de gestão (1:1 e PDI).

- Parceira em Atração e Seleção para posições estratégicas da área digital:- Marketing Digital, Comunicação e Tecnologia da Informação.- Clientes globais: Electrolux, Bem Mais Seguro, Ultradent, Perform Group, Toyota;- Gestão de equipe (analista e assistente) nos projetos de atração e seleção;- Relacionamento e apoio em eventos com talentos digitais;- Gestão de indicadores de assertividade e satisfação dos clientes.

- Estratégias de Talent Acquisition e Marca Empregadora para a escalada da companhia (de 400 para 1200 funcionários);- Implementação de sistemas e processos de people experience;- Condução do projeto de internalização da folha de pagamento (totvs);- Contratação e formação do time de talent acquisition;- Definição das esteiras de processos seletivos, avaliações técnicas e comportamentais:- Implantação e gestão do SLA e dos indicadores da área de pessoas;- Treinamento de liderança, criação de playbooks e materiais de apoio dos temas relacionados aos processos seletivos de todos os níveis;- Organização e desdobramento do calendário de comunicação interna, marca empregadora, engajamento interno e gestão de canais (linkedIn e slack);- Melhoria contínua da jornada de Employee Experience: - Onboarding, offboarding, indicadores e NPS de 9,0;- Organização de eventos internos e externo e parcerias com universidades e centros de formação técnica e específica para nutrir o pool de talentos;- Planejamento de social media e meetups com foco em marca empregadora;- Políticas de treinamento e desenvolvimento e gestão de parceiros de LMS;- Aplicação e mensuração de assessments de liderança;- Comitês de feedback para C-Level;- Gestão e desenvolvimento de equipe: 3 pessoas gestoras e 9 analistas, incluindo rituais de gestão e avaliação de talentos (feedbacks, construção de PDI e rampagem de hard e soft skills);

Liderei a estratégia de early stage de 400 para 1200 funcionários.Implantando as áreas de Talent Acquisition e Employer Branding.Após 8 meses, fui promovida para Gerente de RH (generalista) - assumindo toda a área de Pessoas e Cultura. Onde contribuí com a implantação e melhorias nos produtos de: Comunicação interna, Treinamento e Desenvolvimento, Folha de pagamento, Remuneração e Benefícios.

- Responsible for HR department, managing a team around 15 people and having 3 Manager reporting directly;- Responsible for Employer Branding and Talent Acquisition: hiring more than 300 people in less then 1 year, including Middle Management hiring and forming new teams;- Responsible for Career and Development: lauching the first performance evaluation connected to career path, compensation decision and development plans;- Responsible for Compensation and Benefits: reviewing and lauching the salaries ranges and bonus rules;- Responsible for Training: Build the onboarding for new employees -chatbot, self service platform and managing a budget for supporting the PDI initiatives- Responsible for Employee Experience: deliverying WOW experience for employees, NPS of 8,4 at average;- Recruitment and Hiring: Implementation of software platform for talent recruitment; lead team responsible for the selection in all levels; Process review for reduce SLA; Development of new employees onboarding; - Implementation exit interviews for getting indicators of turnover in order to design action plan;- Training Management - Definition of the strategy for institutional training programs; Internship and Entrants Management; Responsible for the Online training;-Implementation of training for Agile Methodology, Data Driven, Diversity & Inclusion.- Payroll, Compensation & Benefits.

- Definition and implementation of Talent Acquisition and Employer Branding strategies- Team Management- Quantitative and qualitative KPI´s report- Recruiting software implementation- Design of recruiting process- Management recruiting team to guarantee best candidate experience, top notch recruiting tools and best recruitment practices- Conducting interviews focus on either behavior and technical skills for strategic positions (corporate and leadership)- Build and manage network of potential candidates through proactive market research and ongoing relationship - Build trusting relationships and influence key stakeholders- Onboarding implementation - Employee experience- Support in organizational development actions- Supplier management

- Executing the full cycle recruiting process for the Engineering and Products areas, hiring strategic positions- Planning of strategic processes to the Recruitment & Selection needs- Redesign of recruiting process- Conducting debriefing sessions with stakeholders involved in the processes- Conducting interviews focus on either behavior and technical skills- Interviewing techniques training- Develop and analyze KPIs considering all stages of the selection process, as well as SLA, and performance- Conducting actions to attract new candidates (meetups, speeches at universities, events, fairs, etc.)- Trainee programme- Application of technical cases- Support in organizational development actions

- Provide Human Resources support for commercial board- Actively supports business on HR subjects such as performance review, talent management, compensation, engagement and employee relations demands- Interface with leadership to provide strategic business partnership and HR support to all levels of the organization.- Assess team, employee and manager development needs, make recommendations, and implement appropriate solutions- Manage performance review process and employee engagement survey- Provide development feedback to managers and individual contributors

- Responsible for full life cycle Recruitment for corporate with focus in strategic positions- Definition of recruiting strategies- Aligning the profile of each position with the stakeholders, managing expectations and pipelines priorities- Conducting debriefing sessions with stakeholders involved in the processes- Conducting interviews focus on either behavior and technical skills- Training Hiring Managers on competence interviewing process- Build and manage network of potential candidates through proactive market research and ongoing relationship- Recruiting software implementation ATS

- Participated on the construction the headhunting area specialized in Digital Marketing and Information Technology- Focus in strategic positions- Recruitment process definition and HR tools- Full cycle recruiting: mapping and market research, 1st candidate contact, behavioral and technical interviews- Reports on economic scenarios, project status and candidate´s technical and behavioral profile- Management of the research team per project- Prospective visits, corporate presentation and customer relations

- Attending Recruitment and Selection demand for different companies- Conduction of the whole selection process of middle management positions, from the customer meeting to the finalist candidate indication;- Mapping and market research;- Full cycle recruiting - Trainee programme- Internship programme- Job Briefings with the external clients- Conducting interviews- Assessment - Responsible for the candidates reports;- Responsible for the operational part of the selection process- High volume recruiting

- Recruiting process - Support for actions to attract new candidates - Sourcing and recruiting for operacional area - Conducting interviews