Led, designed and delivered high-impact organizational development projects focused on transforming employee behaviors, knowledge, engagement, and cultural alignment across diverse organizations. Leveraged the BEM (Behavioral-Experience-Meaningful) Motivation framework to create custom motivational and learning systems that directly supported talent development and strategic objectives. Led cross-functional teams in developing solutions that addressed key business challenges, collaborated with SMEs to design targeted programs, and ensured seamless project delivery within established budgets and timelines. Provided post-implementation support and training, driving continuous improvement through data-driven insights.• Successfully delivered 90% of projects across diverse platforms (e.g., web apps, LMS, board games, workshops), showcasing expertise in agile methodologies and iterative development cycles.• Consistently met 84% of project timelines, ensuring alignment with client needs and organizational priorities.• Achieved client satisfaction rates exceeding 80%, building long-term partnerships across industries like retail, banking, insurance management, construction, and health services.• Designed and implemented motivational systems and feedback mechanisms for 10+ organizations, focusing on areas such as strategic alignment, leadership development, cultural transformation, and digital adoption. • Integrated narrative-driven experiences and structured feedback loops to support talent growth and engagement, utilizing emerging technologies and innovative practices to foster meaningful learning outcomes.

The right people for the right place at the right time. I firmly believe that talent is an organization's most valuable asset. As a seasoned talent acquisition professional with over 10 years of experience, I've successfully helped various organizations identify and recruit top talent to address their current and future challenges.

Developed and led cognitive neuroscience-based programs aligned with organizational goals to foster innovation, creativity, safety culture, and cognitive diversity. Managed project lifecycles, ensuring alignment with strategic objectives, timely execution, and adherence to budgets. Conducted comprehensive research to inform competency development and drive measurable impact in workforce behavior and skills.• Designed and delivered a training program for over 200 logistics operators, enhancing skills in innovation and cognitive diversity, with 95% of the population reach and a 93% satisfaction rate.• Co-led a cultural and behavioral change project at an industrial plant to enhance safety and risk management among 300+ operators and leaders, achieving significant accident rate reduction through cognitive bias training and applied learning.

Led the regional talent acquisition process, ensuring alignment with both strategic and tactical business needs. Managed talent attraction and internship programs, overseeing key performance indicators, service providers, and budgets to ensure a high-quality, efficient recruitment process.• Successfully filled a critical strategic position that had remained open for over a year, while maintaining the service level agreements (SLA) for all other open positions.

Drove the reengineering of HR processes to support the organization’s strategic vision, optimize talent management, and align with long-term business needs. Championed employee engagement initiatives, launched a pilot organizational development program, and partnered with management to implement high-impact HR projects.• Led a tailored performance and development management project for 45 customer service and commercial team managers, utilizing assessment centers to evaluate competencies and develop individualized growth plans, integrated with succession planning and the broader training strategy.• Co-led change management for engagement and 360° performance assessment tools, including sensitization, training, and effective communication strategies to drive adoption.• Participated in the redesign of the onboarding and induction process, enhancing new hire experience and improving alignment with organizational goals.• Directed an employee engagement survey for 4,800 across 10 countries, achieving a 92% response rate nationally and 75% regionally.• Coordinated FCPA compliance training for 500 leaders across 8 countries, reaching a 74% coverage rate.• Designed the Corporate University Project (ILUMNO), a two-year knowledge management and innovation initiative aligned with company KPIs and 2025 vision. • Developed a project to enhance the HRBP role, focusing on strategic project management and process improvement. • Led a team to redefine the company’s cultural DNA, aligning it with the HR strategic plan through focus groups and workshops.

Responsible for driving talent acquisition and development for the organization's largest business unit, aligning processes with business strategy, competency models, and cultural change initiatives. Spearheaded cross-functional projects to enhance internal processes, management models, and service delivery.• Achieved a 92% annual compliance rate in service level agreements, ensuring efficient talent acquisition aligned with market conditions and business demands.• Supported talent mapping and strategic development through active involvement in employee evaluation and projection processes for critical roles.• Led the redesign of the internal convocation policy, streamlining the process for greater consistency and organizational impact.• Co-created the new operational model for TA coordinators, aligning roles with the organization's evolving challenges in 2017.• Co-led change management efforts for the transformation of the valuation model and redesign of attraction and development services.• Led and participated in employer branding strategies, both internally and externally.• Designed and conducted training on talent attraction, individual talent and career path appreciation, and development models for the TA team members and other HR key stakeholders.• Developed and implemented new tools and procedures for candidate attraction, search, and evaluation, resulting in a more robust talent acquisition process.• Co-led and designed transformation projects such as employee adjustment follow-up, improving the effectiveness of talent development and organizational contribution.

Led talent management for assigned offshore accounts (Microsoft, Wells Fargo, AT&T, Uber), driving strategies to meet organizational talent needs and ensuring alignment with personnel KPIs.• Developed the talent structure for the successful opening of two strategically significant accounts.• Contributed to the implementation of the regional management model, enhancing best practices in ITAL operations.• Achieved 98% fill rate and 95% on-time delivery in strategic, tactical, and operational section processes.• Participated in designing position structures, defining responsibilities, and constructing indicators for the new operational and service model across campaign developments.• Managed training and development needs for critical positions in high-impact operations. Including the design and execution of internal assessments for leadership roles. • Led the execution of the service model for new accounts, overseeing recruitment and selection, and co-developing operational opening work plans.

Conducted comprehensive individual and group assessments to inform selection and development decisions for client companies and supported large-scale internal organizational projects.• Contributed to designing and delivering two major organizational transformation projects focused on talent and succession planning.• Led development and presentation of service proposals for high-impact projects, emphasizing organizational expertise, results, and value to clients.• Conducted in-depth assessments for top-level profiles across industries (medical, pharma, construction, industry, consumer goods, oil and gas), facilitating critical decision-making for client organizations.• Established feedback processes and provided support for candidates' development and growth within or beyond their roles.• Supported the restructuring of the BIOSS (global consultancy agency) alliance, reviewing and updating evaluation tools, enhancing virtual platforms, and revising partnership agreements to strengthen collaboration and service delivery.

- Led the process of selection, hiring, administrative monitoring and indicators handling, of the temporary staff- Supported the documentation and hiring process for staff.- Led and implemented the Adjustment Program for managers and employees, including semiannual analysis of new hire adjustment.- Led the semiannual rotation indicator analysis and supported the design of retention strategies.- Managed and updated performance evaluation indicators and supported the implementation and training of the "My Performance" virtual evaluation tool for all employees.- Supported the development and staff training programs.