- Support and Guidance for Managers: Provide support and guidance to managers, especially concerning best practices and Brazilian Labor Legislation.- Support for Employees: Offer support to employees in Brazil;- Performance Program Management: Manage the performance program in collaboration with multidisciplinary teams from the People department. Responsible for identifying improvement opportunities, planning the scope and timeline of processes, implementing and tracking project progress in Click Up, aligning expectations, and maintaining communication within the team. Coordinate with complementary projects, such as the implementation of Anytime Feedback and the development of Job Family Architecture and Competencies for each area of the company.- Talent Management: Assist in the design and development of the Performance Program, performance evaluations, calibrations, and training for managers and employees. Responsible for designing and proposing improvements to the employee experience throughout the performance process.- Internal Mobility: Facilitate the identification of internal opportunities for the relocation of employees within the Brazil team. Plan the transition process to new teams, including setting dates, internal communications, and aligning expectations with managers and employees.= Apprenticeship Program: Conceptualize, plan, and execute the employee apprenticeship program, offering masterclasses with experts and leaders from respective areas. Monitor managers and employees to ensure the program's effectiveness and provide the necessary support.

- Cultural Integration: Support and guide the leadership team in Brazil in adapting to and integrating diverse cultures during the M&A process.- Training Needs Assessment (English Language): Identify the English language training needs for the Brazilian team, develop and implement improvement plans for the English program in collaboration with the vendor, and monitor employee performance.- Leadership Training and Development: Design and deliver training programs focused on leadership in Brazil, fostering the continuous development of managerial skills.- Remote Onboarding: Assist in designing and implementing the onboarding process for a fully remote and global environment. Manage the execution and tracking of tasks across multidisciplinary teams to ensure effective integration of each new hire.- Referral Program Coordination: Coordinate the referral program, including monitoring and validating requirements to ensure the program’s effectiveness.- Global Annual Calendar: Develop the company’s annual calendar, taking into account all relevant holidays for the countries in which the company operates.- HR Intranet Coordination: Update and manage the intranet content to ensure effective communication and accessibility of HR-related information.- In-Person Events: Plan and execute in-person events, from designing the employee experience to setting the agenda and budgets, ensuring the successful execution of the event.

Oktagon Games, acquired by Fortis Games, was a mobile game development startup with around 90 employees engaged in on-site, hybrid, and remote roles. - Experiencing exponential growth from 2019 to 2020, I joined as the company's first HR professional and undertook the responsibility to implement, develop, and manage the HR department in a hybrid model.- As a generalist, I began by structuring recruitment processes tailored to job profiles, designed the Onboarding process, fostered a feedback culture by implementing Experience Evaluation and Personal Development Plans (PDI). - Strengthened the company culture through planning and executing endomarketing activities and internal communications.- I served the leadership and executive teams by providing support in team management, advising leaders, developing training programs, and implementing feedback initiatives.- I negotiated and implemented the Sólides System (People Management Platform); I initiated the implementation of Job Descriptions, Competency Matrices, and participated in the restructuring of Job Roles and Salaries through hiring external consultants for salary surveys.- I developed offboarding processes and conducted exit interviews.- As the HR department's point of contact, I assisted in integrating Oktagon Games into Fortis Games, focusing on aligning HR processes and internal communication.

The Grupo Metronorte is the largest Chevrolet dealership in southern Brazil, with over 700 employees across 7 business entities.- As the point of contact between branch HR, managers, and the executive team, I was responsible for aligning all processes related to job approvals and terminations, as well as managing the approval flow up to final executive approval.- As a Recruiter, I was in charge of designing recruitment processes, developing strategies to attract candidates, and advertising positions according to specific profiles and needs.- I coordinated the entire Onboarding process, from guiding candidates through the hiring process to overseeing integration training, monitoring probationary periods, and ensuring alignment of expectations and feedback from managers to new hires.- Built reports, contributed to the implementation of turnover and absenteeism indicators, and played a role in adopting the Sólides System (HR Management Software).- Additionally, I conducted Exit Interviews and provided support in Human Resources processes as needed.

In addition to my role as a Placement Agent at the Agency, I was promoted to the HR Generalist position. I served as the point of contact for the HR department at the Londrina business entity, responsible for implementing and operating strategic HR initiatives aligned with Holding company standards. This included overseeing the Recruitment Process (Competency-Based Selection and Behavioral Profile Mapping Analysis - Sólides), conducting 360 Reviews and Exit Interviews, developing action plans to enhance team management and productivity, and supporting managers with feedback and guidance on Employee Relations matters. Additionally, I was responsible for planning and executing community events for employees and students to promote company values, and executing the onboarding and offboarding process from the People Experience point of view.

- As Placement Agent at the Employment Agency of CEBRAC ('Brazilian Center for Vocational Courses'), my objective was to facilitate the hiring of students by client-partner companies of CEBRAC. Therefore, I was responsible for the entire process of client acquisition and relationship management, alignment of positions with hiring managers, resume screening and forwarding, as well as the training and preparation of students for selection processes through workshops and coaching sessions. Additionally, I oversaw the planning and execution of the "Job Fair" event, open to the general public, where partner companies were invited to showcase their opportunities and collect resumes. This event attracted over 800 visitors in a single day.- In my role in Human Resources: I was responsible for internal recruitment and selection processes, including aligning positions with managers, job postings, resume sourcing and screening, conducting individual and group interviews; also conducting onboarding and offboarding processes, internal marketing initiatives, and fostering company culture.

- Managing recruitment and hiring processes, including with jobs expectations alignment, sourcing and screening resumes, individual and group interviews, and dynamics.- Overseeing an online platform solution "AdmitaWeb" - I was responsible for updating open positions updates and contracts renewals with the clients.- Administration and scoring of psychological tests such as Palographic test, BPR-5, D2, AC, BFP, among others, under supervision.- Preparation of interview reports and psychological analysis.- Responsible for providing feedback to managers and giving feedback to candidates regarding the positions.