Working closely with the leadership teams, I have accomplished strategic & commercial objectives through the optimization of the Human Resources workforce ensuring that our focus was on recruiting, retaining, developing and rewarding top talents for the business and thus further promoting our brand as an employer of choice across the market place. With an agile approach to my role, I have provided both strategic and tactile support to the business ensuring that our teams were fully aware and… Show more Working closely with the leadership teams, I have accomplished strategic & commercial objectives through the optimization of the Human Resources workforce ensuring that our focus was on recruiting, retaining, developing and rewarding top talents for the business and thus further promoting our brand as an employer of choice across the market place. With an agile approach to my role, I have provided both strategic and tactile support to the business ensuring that our teams were fully aware and trained on their HR legal obligations, processes & responsibilities.• I have implemented a new process and timeline to review the performance and potential’s evaluations of the top 25% employees in the supervisory level and above twice a year instead of once, following up their assignments, challenges, succession planning and effectiveness of their development plans;• Implement the Trainee Programs for 2013, 2014 and 2015 providing 37 new managers within 18 months, year over year;• Health insurance plan redesign with employees’ cost co-participation;• Change the company car policy from leased to rented cars, bringing substantial savings;• HR headcount reduction by 16%, generate 1.6 million EUR savings without compromising HR service level;• Reduced the voluntary attrition rate for the new employee’s (less than 1 year in company) from 75 to 52%;• Target setting alignment for managers and above across the company, generating better understanding and engagement towards company’s goals. Show less

I have partnered with the senior management team to drive results increasing organizational effectiveness and efficiency by implementing annual HR programs such as performance and salary reviews, employee development, succession planning, and action plans resulting from employee surveys. I have built HR processes tied to the business strategy in order to be effective and valued. I have worked also to improve organizational design and structure, providing change management coaching, as… Show more I have partnered with the senior management team to drive results increasing organizational effectiveness and efficiency by implementing annual HR programs such as performance and salary reviews, employee development, succession planning, and action plans resulting from employee surveys. I have built HR processes tied to the business strategy in order to be effective and valued. I have worked also to improve organizational design and structure, providing change management coaching, as well as design and delivered management training. I have participated in cross group and companywide projects such as creation of new job families and career paths, induction programs, development of internal processes and policies, plus recognition and retention programs.• 27% of the Sales and Marketing headcount reduction in Latin America with total savings of 3.7 million EUR;• Off-cycle salary reviews, retention bonus, restricted shares and individual coaching for all top talents. The annual voluntary attrition rate index dropped from 17% to 4% in 2011;• Improved the internal climate score in 10% (2010/11) by improving the action plans implementation resulted from an internal climate survey. The emotional and rational engagement indexes went to one of the highest within Nokia.• Implemented benefits cost reduction without decreasing quality or standards. Savings 1.7 million EUR/year;• Implemented all policies and processes regarding compensation and benefits within the region, according to the company's global philosophy;• Payroll outsourcing obtaining savings of 180 K EUR/year;• I have acted proactively with unions regarding profit sharing programs negotiations, benefits changes and labor litigations in order to prevent liabilities;• Introduced SA 8000 standard in the factory improving the employees’ labor conditions. Show less

I have implemented all Human Resources functional processes, policies and management tools regarding Talent Management and Strategic Resourcing, Compensation and Benefits, Training and Development.• Company rightsizing reducing the overhead in 18% through organizational and processes review;• Commercial area re-definition aiming customer retention and new business development. As a result, the productivity has increased in 15% and Sales OPEX reduced 770 thousand EUR/year;• SAP… Show more I have implemented all Human Resources functional processes, policies and management tools regarding Talent Management and Strategic Resourcing, Compensation and Benefits, Training and Development.• Company rightsizing reducing the overhead in 18% through organizational and processes review;• Commercial area re-definition aiming customer retention and new business development. As a result, the productivity has increased in 15% and Sales OPEX reduced 770 thousand EUR/year;• SAP implementation: change agent and training manager for key users;• Hay System (job evaluation and salary range creation) and Profit-Sharing Program Implementation. Show less

• Responsible for all Human Resources functions and activities for the Sao Paulo's factory;• Develop, implement and communicate all Compensation and Benefits policies and procedures based on Rayovac Philosophy, taking into consideration local regulations and local market practices;• Harmonize the job descriptions and evaluations, validating and communicating all changes at local level;• Deployment of the annual salary review process, tool (intranet), budget management support;… Show more • Responsible for all Human Resources functions and activities for the Sao Paulo's factory;• Develop, implement and communicate all Compensation and Benefits policies and procedures based on Rayovac Philosophy, taking into consideration local regulations and local market practices;• Harmonize the job descriptions and evaluations, validating and communicating all changes at local level;• Deployment of the annual salary review process, tool (intranet), budget management support; Salary surveys (Mercer, Hewitt and Hay);• Responsible of the sales incentive program design, implementation and administration;• Off-cycle salary reviews, retention bonus, restricted shares and individual coaching for all top talents as part of a retention strategy;• Drive benefits cost reduction without decreasing quality or standards. Show less