Accountable for leading, optimizing, and managing recruitment, training and development, culture and engagement, talent and performance management processes through a team for 1,200 employees across 4 regions, with a budget of $760 MUSD.Main Achievements:• 87% improvement in the use of the tax exemption SENCE increasing training coverage to over 70%.• 1st place among utilities companies in the world in 2022, as a result of the leadership of HR requirements for GRESB certification• 85% of satisfaction on Engagement Survey, achieving the 2nd best performance during the last 14 years.• Interactive dashboards for strategic decision-making in HR, aligning people analytics projects with organizational goals• Redefinition of training program among regulatory requirements improving in more than 14,000 the training hours.• Recertification of NCh3262 on Gender Equality Management and Reconciliation of Work, Family and Personal Life.

Lead a team of 4 people distributed in 4 regions between 250 physical locations, supporting my team's decisions to guarantee and promote a culture of safety, with a budget of $250 MUSD.Main Achievements:• Management of the forest fires and floods suffered during 2023 without injuries or relevant losses in the company's assets.• Lower additional contribution rate in Nuevosur, as a result of lower accident rates and compliance with the collaboration program between the mutual insurance company and the company.• 95% compliance with the work program between Essbio and the mutual insurance company to keep the contribution rate at a minimum establishing the pillars of a safety culture.• ISO 45001 recertification.

• Sustained NPS in the engagement survey during 3 consecutive years over 90%, achieving 97% in 2020.• Design of a supervisor development program defined as best practice among Latin American facilities.• Development and deployment of a Knowledge Management System allowing the sustainability of the business, regarding the management of knowledge of the critical production processes.• Design, implementation and direction of a people platform so that plant supervisors can manage their direct teams.• Change management Leader for Salesforce Implementation CRM and SAP PM maintenance management software packages.• Improve the use of the SENCE franchise by 67%, achieved a use of 100% by the 3rd year.• Implementation and development of an LMS with more than 34 courses in its 1st year of operation.• Design and execution of a career path development system for operators through a ruled and parameterized system.• Sence BioBio recognition for the promotion of regional human capital, during the COVID-19 health crisis.• Recognition Program nominated to the Employee Experience Awards LATAM 2021, recognized as a best practice by GoIntegro.• Developed a digital twin of the plant to implement training using virtual and augmented reality.

Key role in HR for operations, logistics, supply chain and research and development, strengthening labor relations and engagement, with leadership in organizational change initiatives. Distributed in 2 physical locations with two unions in charge.Main Achievements:• Savings projects for 73,000 USD, where I highlight one of 42,000 USD, improving the talent acquisition process• 7% improvement in the organizational engagement index• Decrease in turnover by 4% by the second year.• Definition of operational standards for tuning the start and administration of a distribution site built from scratch.• Closing a collective negotiation with an impact on results of 2% annualized.• Lead of the Leadership program for First Line Supervisors in Chile, Argentina and México.• Design of a trainee program defined as best practice among Latin American facilities.• Definition of talent pipelines for strategic positions.• Implementation of career development program for R&D team

It was a fixed-term replacement, because of a maternity leave. Accountable of all the organizational development projects that arise regarding the climate evaluation and the interactions between the areas during the year, therefore the climate assessment in its entire spectrum (Managing a budget of 360,000,000 CLP). At the same time, I was in charge of managing the recruitment & selection process through platforms and job fairs. Two people in charge. The projects that I was leading were: • The Engagement Survey for a group of 2200 employees distributed between three regions• The Leadership program with e-class from Universidad Adolfo Ibañez, Chile• The Recognition program using the core values of the institution• The modernization of recruitment and selection strategies of the institution

Empresas Ecomac is a national holding with a diversity of 4 business units: Construction & Real State, Financial Services, Energy and Investments. I am accountable for two business units: Financial Service and Energy. By the same, giving support for the Corporate Team. Main tasks:• Achieve all the engagement studies plans and performance evaluation for the business units un charge and the corporate level (from Antofagasta to Puerto Montt), in time and quality• Talent Acquisition for Financial Services, Energy and Corporate• Development of policies and procedures in the area• Assess benefits for the staff in the Business Units in chargeThe projects that I was leading were: • The implementation of a competency management model in the business units in charge• Provide guidelines regarding the engagement studies• Creation of the onboarding plan of the company

I worked there participating on job fairs, selection of operative charges, flat half and senior managers; benchmarking for strategy positions and head-hunting for consultancy projects that the firm had won. During my stay on this firm, I also was in charge of the decoupling interviews, and worked as a support for the feedback process for the assessment of organizational climate and the performance assessment as making diagnosis of the human resources needs from the different lines of services of the firm. Between my principal accomplishments, I can name:• With my team we recruit and select more than 400 people for the assurance team for January 2nd of 2012. This, without considering the interview process and evaluation for other positions inside the company.• Manage the relations with expat and transferred people from England, United States, Argentina, Spain and Peru.

During my internship, I assumed recruitments process for different positions, including the organization and implementation of Assessment Centres. By the same, I contribute to the developing of activities related to people development, engagement surveys and organizational development. Among the projects I developed, I can highlight the On-Boarding for Huawei Chile and the trainings for the third-part people of the company. My job was assigned to 2 important projects of the company: Network implementation for mobile telephony for Nextel and VTR. Among my achievements, I can highlight:• HR Leader for VTR project• Professional Development pipeline for NOC engineers• Talent Acquisition of expat with telecom experience around the world: Venezuela, Egypt, Saudi Arabia, Brazil, England, Germany, Philippine Islands and China