Leading organizational development and organizational culture practices to enable sustained performance of our customer's organizations. Deeply involved in business development and managing clients relationship. The OD Consulting Group is strategic consulting firm focused on supporting the transformation efforts of our clients in various sectors, through leadership strategies, talent, evaluation (assessments), team alignment, strategic alignment, culture, and organizational development, increasing their competitive advantage. We implement solutions that include innovative methods and tools that help the organizations we work with to consolidate sustainable changes.

Senior Consultant at the OD Consulting Group, building the organizations of the future through the development of best in class leadership to face business challenges and achieve the vision of your company. Through scientific evidence, we have developed effective, sustainable programs with designs tailored to the real needs of your organization.Our solutions include: Thought Leadership, Strategic Evaluation, Strategic Management, Corporate Governance, Technology & Innovation and Coaching school.

Our ambition is to accelerate the development of leadership competencies and skills needed and required by start ups to achieve and maximize business results in an uncertain and ambiguous environment. We focus on the development of talent in start ups starting with C-Level members. The training offered by Cascade is a blend of coaching and mentoring methodologies designed to provide leaders, high potentials and staff members with the tools they need to succeed.We Enable Unstoppable organizations.

Partnering with Carrer 3 (branding and communications consultancy firm) in helping companies in the definition of their essence (mission, vision, values), organizational design, cultural transformation (service culture) and talent development based on a high impact model to help organizations maximize business results through people.+Coaching for business entrepreneurs to develop leadership competencies and skills to enable success in leading teams + Design and delivery of Strategic Planning meetings with the purpose to help executive teams in prioritizing resources, efforts and programs to achieve the business goals+ Organizational design including definition of roles and responsibilities for a medical device company in Mexico+ Brand and cultural assessment for a health center located in Miami, including employee experience perspective, in order to develop a brand proposition that would enable the center to be the main provider for the Hispanic, Haitian and Afro- American communities in Florida.

Leading teams and team work with the purpose to attract and develop talent to enable successful business results in the fast fashion industry

Responsible for the unit HR agenda in 3 Services units in Latin America: Mexico, Central America & Caribbean; Brazil and South America (Total headcount: 2,700) in collaboration with a team of HR generalists. * Key position identification and succession plan implementation for Services LATAM. Successors identified: 9+ (mix of short term, mid-term and long-term candidates), all successors with development plans in place.* Solution design for key contributor identification: 10% of the headcount for Mexico* Diversity personal initiative: Initiator and sponsor of Women in Leadership in Ericsson Mexico, network to develop women in the workplace: 30 participants (Initiative to promote diversity & inclusion)

Align people strategy & HR solutions with the business strategy by understanding business, market, and industry trends, providing insights for future talent needs in order to build talent and leadership capabilities. Acts as a change driver to execute the short, medium and long term people strategy being a member of the business leadership team. Brings together the combined HR solutions and takes ownership of the HR processes execution in respective operational units. HR BP contribution to major initiatives in GSC Mexico (+2,800 employees):* Turn around the HR Business Partner role addressing the HR focus areas of the GSC in alignment to the Service Culture program.* Recruitment strategy to insource a regional operation of more than 200 employees, including employees from Mexico, Latin America in a period of less than 2 months.* Execution of the Top 10% contributor program, recognition of 232 employees as a proactive retention of top talent.* In the scope of the Service Culture program, the recruitment process was transformed to align with business needs and a leadership program was deployed to strengthen leadership capabilities. Scope: 80+ leaders

The BUSS TM Head was overall responsible for defining the strategy and execution of the end to end Talent Management processes for the entire BU with more than 4,500 employees located across the globe (US, India, Sweden, China, UK – BUSS top five hubs). Main responsibilities and achievements:* Definition of TM agenda and focus areas through alignment with HR Business Partners. * Alignment and planning of TM programs initiatives with HR Business Partners and HR Generalists based on specific business needs. The role of BUSS TM SME had as main stakeholders, 4 HR BPs (Sweden, US) and HRGs based in 10 main locations around the globe.* Securing a continuous supply of high potentials from Regions/Business Units/Group Functions in BUSS key roles as well as retention of top talent for the BU. * Training and coaching of BUSS HR community and leaders in the performance management cycle to continuously build a performance-driven culture. Structure and consistent follow-up achieved in an organization with 60% of employees recruited through acquisitions.* Design and development of initiatives as the Game Changers program to develop top R&D talent in OSS BSS domain* Coaching and training of leaders on the Ericsson employee survey (Dialog) with emphasis on Goal Setting and Feedback. BUSS 2015 Dialog survey reflected an increase of two points in New Leadership Index (From 80% to 82%)* Advisor on Diversity & Inclusion to the BUSS Tiger team and to members of the BUSS Leadership Team. Achievements include the introduction of Mentoring Circles with a focus in three diversity strands: gender, generations, and nationalities. Design of a program to develop female talent as successors to top roles within OSS BSS* Key contributor to the focus area Successful Acquisitions through the design of tools to identify and retain key talent, these tools have been included as part of the Ericsson M&A processes and tools.