Was responsible for all policies and programs in Organizational Development and Training for the whole company, including: 
- Leadership Development: Designed and implemented learning and development paths for all leadership positions in the company, involving nearly 1000 leaders, from supervisor to high executives- Led the Succession mapping and planning for all leadership positions. Defined the parameters for the potential evaluation, based on Learning Agility methodology, conducted and followed Executive Committees for succession plan validation in different areas and business in the company.- Designed and implemented the Successors Development Program in order to prepare the identified high potential professionals for leadership positions. In included the structuration and application of soft skill workshops, as well as the conduction of action learning groups. The program had 28% of promoted participants during its execution. - Member of the impletion group for the Corporate University, being responsible for the system definition, business learning paths and communication plan.
- Designed and implemented the Internal Trainee Program- Managed the performance evaluation program, extended for all employees (24.000 people), with the coverage of 92% of the public involved.- Implemented and managed of specific development programs in business areas like Procurement, Technology, and Commercial.- Defined of the skills and competence matrix for Commercial Area.
- Carried out several engagement actions for corporate areas with a positive impact in the 5% decrease of turn over numbers from 2018 to 2019.

Developed the Corporate University model and implemented the continued education programs for all of the company’s hierarchical levels. Managed the Annual Budget for Development Training of R$ 6 million. Managed the Scholarship Program including college education, Graduate Studies, MBA, and languages. Designed a Performance Evaluation model based on three pillars: Results, Interaction on Projects and Processes (influence), and Culture. Implemented the Performance Evaluation System for 3,000 employees, using the ERP SharePoint.

Was responsible for training the entire leadership of the Operations area. Defined the training and certification standards for each function while maintaining alignment to the parameters approved by Burger King Corporation. Was responsible for monitoring the store opening budget (R$ 7 million a year). Participated in implementing the Culture Dissemination Plan in the restaurants (150 units). Designed and delivered the Executive Development Program (directors), with definition of development actions and management of the methodology used. Worked on the Young Managers Program: talent training program for management positions in Operation (Restaurants).

Designed and deployed the Y-Career Track in the company, involving mapping the careers of specialists in the areas with the directors and managers, assessing and mapping the competencies of professionals. Developed and implemented the Training Program for Analysts in the company's strategic areas, including the stages of mapping of the area’s macroprocesses and interfaces, internal R&S of analysts, job rotation, and technical and behavioral training (organizational skills). Carried out the Program of Young Marketing Professionals, preparing the training plan, developing and monitoring those beginning in the company.

Managed the Young Professionals Program (Trainee) beginning with the training plan, performance evaluation, and defining the area of allocation, position/function, and targets with the company's managers. Led the Restructuring Project of the modeling area that involved market mapping and salary survey. Identified critical positions and successors, ran staff assessment, as well as designed, selected, and monitored the Internship Program. Worked as a generalist in the companies controlled by the group (Luminosidade - SPFW and AH). Led Recruitment & Selection processes for middle and senior management positions for all the companies in the group.

Led the International and National Trainee Program beginning with redesigning the career & compensation plan, restructuring the Job Rotation and the development stage after the Job Rotation (deployment of targets, individual career plan, and performance evaluation). Worked together with the HR Business Partner at the International Business Unit for 14 different countries (Argentina, Chile, Uruguay, Venezuela, UAE, China, Japan, Russia, Turkey, Austria, Portugal, Holland, Germany, and England) in the different HR subsystems.