- Leading the HR function across the Americas: +15k employees, 13 multi-category sites, and 2 engineering development centers in the United States, Mexico, Brazil, and Uruguay.- Conducted a major restructuring across all functions rightsizing the business aligning revenue, cost structures, and service delivery.- Successfully launched capability development programs for top talents in Program Management and key customer-facing positions.- Defined the negotiation strategy for the collective bargaining agreements in Mexico, Brazil, and Uruguay. Multiple unions are involved requiring strong cross-functional and external partnerships.

- Responsible for talent management (performance management, succession planning, high potential assessment), leadership development, and engagement surveys for Kellogg worldwide.- Redesigned and launched globally in 2019 new leadership competencies integrating multiple human resources processes in a single framework. Winner of the Kellogg Values Award.- Implemented a new framework to integrate Equity, Diversity, and Inclusion practices within the talent management cycle and partnered with Employee Resources Groups to promote and expand ED&I practices across the business.- Responsible for the redesign and implementation of executive development programs for high-potential employees. Implemented highly-rated programs on global coaching, accelerated leadership development, blended learning, and potential assessment.

- Responsible for the entire talent cycle in Latin America including talent acquisition, leadership development, diversity & inclusion, engagement & employee surveys, succession planning, and performance management.- Successfully led a culture transformation initiative towards agility, collaboration, and data-based decision making.- Conducted an extensive learning & development, diversity & inclusion, and leadership development offering to teams and high-potential employees across Latin America.- Advisor and coach to the Region President and other executives on succession, development, culture, and leadership issues.

- Lead the Learning, Leadership Development and Change Management strategy across Latin America.- Strong partnership with the Corporate Organizational Development group ensuring alignment with global strategies.- Partner with the LA Business Units providing innovative Learning & Leadership development initiatives.

- Responsible for HR strategy development for the Supply Chain functions (Manufacturing, Procurement, Logistics, Production Planning) including two manufacturing facilities in Costa Rica and Nicaragua and all other non-commercial functions: Finance, Legal, IT, HR, R&D and Corporate Affairs.- Strong Labor Relations background managing a unionized manufacturing facility in Nicaragua and negotiating collective agreements and diverse union-related topics.

- Responsible for HR strategy for Sales, Marketing and Trade Marketing across CARICAM.- Assessment and implementation of the new Commercial structure for the Company under the Cadbury acquisition.

- Designed and implemented a comprehensive engagement strategy leading to a 24% turnover reduction in CARICAM and Latin America’s highest improvement response in Kraft’s global climate survey.- Implemented an integrated development and talent sourcing platform resulting in succession for the 1st and 2nd level expat management level with a diverse and local talent base.- Integration of HR processes across the region including Puerto Rico, Jamaica & Trinidad and the Dominican Republic. - Member of the Talent Management Global Task Force for a large Kraft HR Transformation initiative (Northfield, 2009).

- Lead major change initiative transforming the organizational structure of Kraft’s second-largest snack manufacturing facility in Latin America (2.000 employees).- Implemented several HR initiatives focusing on leadership development, employee engagement, change management, team alignment, and organizational structure.- Participated in negotiations with Kraft’s labor unions under a conflictive political, social and economic environment.

- Designed and built a new sales and distribution organizational model with direct and indirect sales forces across Central America.- Implemented a variable pay model for Kraft’s direct sales force for Modern and Traditional trade channels.- Implemented sales training programs for direct and indirect sales force (600+ salesmen) across Central America.

- Responsible for the Human Resources strategy for the Costa Rica manufacturing facility (300 employees). - Employee services management including employee health, cafeteria, medical services, transportation, and social activities programs.- Continuously advised and communicated with management on labor law and employee relations. - Recruitment for Commercial, Manufacturing and the Central America Regional Headquarters.

- Budgeting and salaries and benefits administration. - Job analysis/evaluation and salary structure management. - Compensation and benefit competitiveness analysis. - Salary and merit increase administration.