Performance Management Cycle Leading the end-to-end performance management cycle, ensuring alignment with organizational goals and fostering a culture of “High-¨Performance.” Design, implementation, and evaluation of the performance management process and contents. Managing the annual talent assessment program, including timelines, communication strategies, and training for managers and employees.Content and Communications Continuous development of comprehensive communication strategies for feedback process, Key Conversations, Goal settings, and Talent Assessment processes, ensuring clarity, consistency, and alignment with company values.Data Analysis and Dashboard Building for Talent Management Information Leading the talent management process data analysis, transforming insights into actionable strategies to enhance workforce performance. Design and implement dashboards to monitor key talent metrics, providing leadership with real-time, data-driven insights.

Leading the people & culture strategy, in order to engage with company´s strategic plan, overseeing and developing:Business Partner: Advise and support of people strategy and culture. Drive the transformation processes, oversee the talent management, and workforce planning. Organizational design and structural analysis to assure effectiveness and ROI. Labor relations (corporate staff level) in charge ofregulatory compliance, team building, and work relations based on Mexico’s Federal Work Law; terminations.Organizational Development: Deploying a power skills and learning culture, creating strategies to ensure that mindset, symbols, policies and processes are aligned with our philosophy and beliefs, thus, controlling internal communication, change management, employee experience assessmentand employer branding strategies oversee, learning, performance and talent management, career paths and succession pipeline. Culture & climate assessed annually with an internal survey. Upskilling and reskilling learning strategy that comes along with the culture plans.Total Rewards: Upgrading, updating and protecting our Integral compensation policy, in which our structure, salaries, benefits and main people care principles are integrated. Also supervising the employees’ KPI and performance progress. Wellness programs (Wellness benefits, medicaland nutrition services).Talent Acquisition: Competence selection for executive, managerial and administrative levels and working on candidate journey to increase experience.

Leading all the areas of OD with the following responsibilities:People & Culture: Strategic culture plan control, individual area climate plans and responsible of annual surveys, change management for all company new processes or policies.Employee experience & E. branding: Archetypes analysis, construction and execution of media plans to showcase the company’s attributes.Learning and development: Onboarding, e-learning platform management, annual training plan.Performance: 9box based in KPI vs Potential, and Feedback strategies control. leading and advising the talent cycle along with team leaders.Succession pipeline: Analyzing our key positions and the performance chart to create development plans for our top talent, in order to have always someone to success those positions. Talent Management: Job descriptions, potential inventory, and career paths management.Internal Communication: Controlling all the communication media to follow the company & cultural messages.Internal Communication: Controlling all the communication media to follow the company & cultural messages.

Managing the cross-function of OD for the three N&CO brands (Avon, Natura and TBS) based on COE instructions and strategy distribution.Culture: Creating Mexico’s culture plan, which integrated our core values and beliefs integration through symbols, processes and systems across the 3 brands. Working in synergy with the sustainability area to keep our triple bottom line purpose ongoing, integrating programs to help people and environment.Learning: Upskilling and reskilling plan and execution, based on the annual learning COE plan based on 5 learning paths. Controlling the e-learning platformPerformance and Development: Creating and executing the annual talent review and succession & promotion plans. Managing the leader coaching and mentoring programs as well.Climate: survey execution and overall review with the board to take action, and particular review to create improvement plans with leaders. Communications: Controlling the principal media and integrating all the OD strategies to provide a logical and compelling storyline for the company, short impact and massive events.Diversity & Inclusion: in charge of all the cultural enrichment programs of 3 features, People with disabilities, Gender equality and LGBTQIA+. Creating strategy based on protocols & policies and training. Driving the D&I certifications' project, such as Human Rights Campaign, GPTW For all, Aequales. Reaching all HR levels and policies to ensure the correct execution or implementation, thus being aligned with the D&I practices. Employer branding: People segmentation to understand our archetypes, Endo marketing, and "Employee charming" practices, pushed by our product internal furtherance, create a content plan to showcase the company’s programs and culture, via social media, cluster organizations (live 13.5 , Super empresas) and participating in talks and events.Social responsibility: Line up the sustainability strategy with our culture and match it with social work and volunteers.

Culture: Follow up on culture plan, which integrated our main behaviors and beliefs integration trough symbols, processes and systems. Workig in synergy with the Sustainability area in order to keep our triple bottom line urpose on going, integrating programs to help people and enviorment.Climate: survey execution and overall review with board to take action, and particular review as well to create improvement plans with leaders.Communications: Controlling the principal media and integrating all the OD strategies in order to provide a logic and compelling storyline for the company.Diversity & Inclusion: in charge of all the cultural enrichment programs of 3 features, People with disabilities, Gender equality and LGBTQIA+. Creating strategy based on protocols & policies (e.g. violence against women protocol), symbols (e.g. pride month events & activations) and training (e.g. sign language). Driving the D&I certifications' proyect, such as: Human Rights Campaign (ADIL), GPTW For all, Aequales. Reaching all HR levels and policies to assure the correct execution or implementation, thus being aligned with the D&I practices.Employer branding: Endo marketing and "Employee charming" practices that come along with our culture to assure good attrition control and satisfaction rates.

Employee and executive support, advise and support of HR strategy and culture. Change management among 1st level Help Desk and Shared Services areas. Labor relations based on Mexico’s Work Law, regulatory compliance, work relations and terminations.Restructuring and planning the organizational culture strategy, focused on 5 pillars (Commitment, Caring, Change, Customer-oriented & Creativity).Diversity and inclusion programs focused on: LGBT+, PWD and multi-nationality, creating policies, processes, systems and symbols according to the base strategy.Employer branding: Support for TA with a content plan to showcase the company’s programs and culture, via social media, cluster organizations (such as women in tech) and participating in talks and events.Social responsibility programs "Compucom Cares" along with associations and foundationsInternal communication execution with multimedia content direction.

Culture plan development, survey application and communication media responsible.

Administrative and manager level recruitment across the finance, sales, marketing and indirect services areas, creating and driving the employer branding proyect.

Recruitment, training, HR ops and communicaction for a business unit (Estafeta Soluciones Logísticas) with 150 people in head count.