→ Driving cross-company performance (+8k employees) by defining a comprehensive performance concept and implementing an effective performance management system.Equipping key stakeholders and nubankers with the necessary knowledge and skills to effectively conduct the performance management process.→Developing and managing support materials, historical data, policies, and guidelines to ensure a smooth and efficient performance cycle.→Collaborating with People Analytics and HRBPs to enhance the value of the performance cycle and drive overall organizational success.→Creating and implementing a performance strategy that aligns with the unique needs and goals of the business, and fosters a culture of high performance.→Offering tailored solutions for developing employees' performance capabilities, resulting in increased productivity and organizational success.→Providing expert support in change management, helping the organization to adapt to new performance initiatives and processes with minimal disruption.

→ Led a team of 7 in an employee journey experience project at EBANX, demonstrating technical leadership and expertise in project management.→ Successfully mapped the complete employee journey from onboarding to termination, providing invaluable insights for HR and senior leadership to make data-driven decisions.→ Streamlined and improved the admission process by conducting a thorough study and implementing an automation system, resulting in increased efficiency and reduced errors.→ Mapped the flow of information from admission to onboarding, providing a clear understanding of communication channels and potential areas for improvement.→ Revamped the employee onboarding process, elevating the overall employee experience and contributing to higher retention rates.→ Collaborated closely with HRBPs and senior leadership to map and implement the onboarding journey, leveraging strong communication and stakeholder management skills.→ Served as the focal point for employee experience, ensuring that all initiatives and processes were aligned with company values and goals.→ Successfully implemented an onboarding and engagement management system, providing a special experience for new employees and fortifying HR processes.→ Designed and defined the engagement survey methodology, questions, target audience, and objective, providing valuable insights into employee satisfaction and areas for improvement.→ Actively participated in employee performance management, providing valuable input during calibrations and helping to create a culture of high performance and accountability.

Lead strategic projects from end-to-end, setting follow ups, milestones and helping all the members to achieve the main goals defined. I am currently working on a process mapping project (considering process from all HR areas), being the focal person to 6 other members. I am also working on a project to hire interns, focus on diversity and inclusion, which I’m also the focal point related to development and journey of this candidates. Responsible for doing critical analysis about engagement, evaluations and team’s perfomance, in order to work in improvements in the areas and also helping business partners and HR leadership to make better decisions. I work closely with the People Analytics teams, in order to get real time data to work in more strategic projects and help me with prioritization. I was responsible to create the succession process, with guidelines, training and materials to help all the leadership making better decisions. I am also the responsible for continue this project and make this a living process, with the support of the Talent Manager. I work very closely to areas and company’s leadership, in order to help them with decisions, performance and team’s engagement. I am also the responsible to inform and implement HR process that impact the company’s strategy.

Talent Management is the area responsible for following the performance, evaluations and development for all employees. In this role, I’m responsible for these following activities: - Monitor metrics of evaluations to all ebankers (feedback 360 and results from areas in general) - Follow team’s development – creating process and mapping trainings, but also monitoring the metrics (evaluations, feedbacks, IDP) - Creation of specific training to the areas I attend, also creating and organizing workshops to all ebankers - Team Buildings - Creation and monitoring of the internship program- Monitoring leadership process - Make performance reviews happen (through formal processes and deadlines)- Creation and monitoring of the succession process (including committees and critical positions mapping) - Creation and implementation of onboarding process specific to the leadership - Monitoring and updates on the onboarding process to all employees

- Responsible for doing alignment meeting with the business partners to understand the needs and the strategy of the company - Responsible for doing alignment meetings with the recruiting manager to understand the needs of the area and to the position to be open - Hunting and mapping of talents according to the strategic needs of the company - Mapping potential talents to the company, accelerating the recruiting process - Behavioral and technical interviews with the candidates (with and without the recruiting leader) - I’ve worked with leadership positions (including M & L levels), critical positions to the company, entry level positions and diversity programs. I also had the opportunity to work in international positions (in Latin America and Europa)