Lead, mentor, and support the team, fostering a culture of growth, accountability, and continuous learning, provide regular feedback, performance evaluations, and career development plans to help team members achieve their full potential.Identify skill gaps and provide coaching or opportunities for upskilling and career progression.Collaborate with the HR team to recruit top-tier talent, ensuring a strong and diverse team.Manage the onboarding process for new hires, ensuring smooth integration into the company and culture.Retain high-performing individuals by ensuring job satisfaction, career growth, and an engaging work environment.Regularly monitor team performance and take proactive steps to address challenges, conflicts, or performance issues.Foster a culture of feedback, encouraging open communication and continuous improvement.Champion a positive and inclusive work culture that values diversity, innovation, and collaboration.Promote work-life balance and employee well-being through regular team-building activities, wellness initiatives, and open dialogue.Monitor employee satisfaction and address any concerns or feedback to continuously improve the workplace environment.Contribute to the development and execution of department-wide strategies and initiatives that drive operational excellence and organizational growth.Support project management by ensuring the team has the necessary resources, tools, and processes to succeed.Identify opportunities for process improvements and implement best practices to enhance team productivity and efficiency.

Creation and structuring of the Human Resources department.Excellence in the execution of recruitment of different profiles and seniorities at national and international level.Attraction, recruitment, selection, acquisition and hiring under legal parameters.Labor welfare, benefits, events, entrance and retirement interviews, psycho-technical tests, technical tests.Development of high performance human talent, compensation, work climate and work culture through the evaluation of competencies, skills and knowledge.

Creation and structuring of the Human Talent department (Compensation, welfare, recruitment, hiring, training).Recruitment, selection and hiring: Recruit, select and hire the best human talent nationally and internationally, creating an attractive recruitment program to bring the best personnel to the company.Occupational health and safety: Documentation and implementation of the SG-SST, and biosecurity protocols of the company during the quarantine by COVID-19, ensuring compliance with the program and safeguarding the health of all employees.Payroll, social security and social benefits: Settlement, verification, payment and guarantee that payroll, legal and extra-legal benefits to which employees were entitled were paid correctly, as well as social security, resolution of doubts to employees on these issues, creation of credits, program managed directly by the company for employees. Performance management: Design and implementation of the performance evaluation system, execution and follow-up of the system, follow-up of the individual improvement plans of the personnel, as shown in the different diagnostics carried out in the company.Training: Design of the personnel training structure in the company, determine and manage the corresponding incentives to the personnel, manage the management indicators corresponding to each position.

Selection and hiring: Ensure the entry of the best talent according to the requirements and processes of the company, properly implementing the recruitment, selection and hiring of personnel for projects with clients such as Cerromatoso, EPM, Túnel del Toyo, ISAGEN, CEMEX, among others.Human talent development: Increasing the labor competencies of personnel, through the application of induction, training and performance monitoring processes, planning of the personnel training and development model, identification, analysis and prioritization of short, medium and long term needs. Identification of short, medium and long term training gaps together with the heads of the different areas, identification of competencies and behaviors required to perform the existing positions in the company.Ensure the proper management and development of the competency and behavioral management model required for the performance of existing positions in the company, description and analysis of job positions, provide guidance and training to staff to achieve the competencies that allow an effective and efficient performance, ensuring the implementation of induction and re-induction processes to staff.Payroll and settlements: Settle, verify and ensure that payroll, legal and extra-legal benefits to which they are entitled are paid correctly.

Follow-up and supervision of the loading of information from the Service Units and Child Development Centers of the institutional and family modalities in the ICBF's "Cuéntame" platform of contracts in Antioquia and Córdoba with more than 200 people in charge, preparation of reports to the Executive Directorate, early childhood directors, financial analysts and the ICBF, follow up of the beneficiary load, nutritional contribution, training, human talent and linking of service units to the different contribution contracts signed by the foundation and the ICBF, training and support to early childhood coordinators and directors.

Teacher and academic coordinator of the technical programs in Systems, computer maintenance and repair technician with the following modules: entrepreneurship, maintenance and repair, office suite, network architecture, Windows, systematized payroll, databases, Visual Basic, basic accounting, among others.

Coordination of the elections project of the Cabildo Mayor of Medellin, a partnership agreement between the company as operator and the Secretary of Social and Family Inclusion of the Mayor's Office of Medellin and the unit of senior citizens "AMAUTTA". As coordinator of this project my functions were to ensure compliance with the items of the electoral calendar, hiring logistics staff for the registration of ID cards in the groups of seniors (life clubs) of the municipality and management of such staff (120 people), payments, payroll, liability policies and after that, the realization of the electoral census with the total number of voters authorized by law for such elections, designs of reports of partial and total records by communes.