Strategic Partnership: Collaborate with senior leaders to understand business objectives and develop HR strategies to support them.Talent Management: Develop and implement talent management programs to attract, retain, and develop top talent globally.Organizational Design: Partner with leaders to design and implement organizational structures that support business objectives.Change Management: Lead and support change initiatives, ensuring minimal disruption to the business.HR Operations: Oversee global HR operations, ensuring compliance with laws, regulations, and company policies.Analytics and Insights: Provide data-driven insights to inform business decisions and measure HR program effectiveness.Global Leadership: Develop and implement global HR programs, policies, and procedures.Stakeholder Management: Build and maintain relationships with key stakeholders, including employees, leaders, and external partners.

Work as the head of the human resources department for the corporation across industries. Work closely with upper management to implement beneficial HR programs across departments. Host intro and exit interviews for employees, investigate employee complaints and lead presentations regarding workplace ethics, teamwork and productivity. Conduct performance reviews across departments to work with employees to create performance improvement plans.Additionally in charge of Worker’s Compensation

The responsibilities include helping new hires learn the company policies, showing new hires their job duties, scheduling start dates for new hires, and gathering the proper paperwork Highly knowledge of labor legislation and experience with HR practices. Excellent communicator with a flair for interacting with new people.Responsibilities:Creating policies and handbooks that detail company operations.Emailing new hires with details about the company, including parking information, work schedules, and dress codes.Welcoming new hires with prepared onboarding kits and an office tour.Introducing new hires to their team members.Providing new hires with manuals, guidelines, and passwords, as needed.Detailing all new hires' initial tasks and answering any queries.Ensuring new hires have the necessary technical assistance to set up their hardware and software.Gathering and filing all paperwork related to new hires, including contracts and non-disclosure agreements.Arranging product and company demos and presentations.

*Employee Relations*Conducting job evaluations*Negotiating terms and conditions of employment with staff*Providing advice and playing a major role in work reviews and change processes*Updating and maintaining the HR Information System data*Write and present information briefings on a range of HR related topics*Contributing to the continuous improvement of HR systems and practices*Consulting on issues related to workplace relations and performance management*Providing advice and assistance on policies, procedures, legislation, and enterprise agreements*Responsible for the Payroll of more than 430 employees*Manage of ADP and OSCAR systems, Conducting Pension Scheme*Evaluation of Annual Objectives Appraisal for the Company

* Assess the employment needs of the company and tries to meet them* Examine job descriptions and qualifications to determine applicant requirements and use a variety of methods, such as media, Internet job sites and employment agencies to locate qualified candidates *Ensure that the new hire fills out mandatory forms, such as state tax forms; also process employee termination, such as performing exit interviews and advise terminated employees of their right to continuing group health-care and unemployment benefits *Interpret labor laws and administers them accordingly*Set up benefit days, such as vacation, sick or personal days, or group health insurance and retirement plans and communicates about them to employees and interact with payroll to some extent *Establish clear company policies and helps to enforce them. Policies relate to a code of conduct such as acceptable and unprofessional behavior, time-card submission and paychecks, benefits, safety inspection, workers’ compensation, employee dispute resolution and reasons for termination

Be the first point of contact for all HR-related queries at all levels at the organisation• Payroll checks on fortnight basis• Administer HR-related documentation, such as contracts of employment and payroll• Ensure the relevant HR database is up to date, accurate and complies with legislation - SAP HR Module• In charge of in the recruitment process at the end of the process to proceed with the contract• Negotiate with recruitment agencies• Set up interviews and issue relevant correspondence of the development of the process• Training and development plans for all employees• Development careers at all levels at the organisation• Management of the wellbeing plans on quarter of year basis

Cerro Matoso-BHP Billiton, Colombia (Sep- Feb 2012): Responsible for supporting efforts to ensure the successful implementation of transition from Cerro Matoso Workforce streams for Marketingand Production Integration in the project 1SAP. Ensuring the deployment of working groups worldwide, identifying the associated change impacts and ensure compliance with the implementation of the strategic approach of the methodology 1SAP labour.• Telefónica, Colombia (Nov 2010 -Sep 2011): Participation in the development of training materials and formal training for implementing a system solution called "Agenda sc". Implemented trainingprograms and awareness for change of address to the resistance to change, focusing them on staff and identifying the channels and media to transform the fear of change into a great opportunity forinnovation and organisational influence.• Unilever, Colombia, (Jun – Nov 2010): Made the location of the "local Work Instructions" of recruitment and selection, supplementing them with the particular to the countries of wave 3 (LATAM).

Responsible for ensuring customer service meets the required level across 3 areas : Servicerequest, Meta Service and Service Level.

Human Resources area, managing about 270 employees and 500pensioners direct. Responsible for the administration of benefit plans, bonus programs and incentives and allissues related to the collective agreement with workers in Retail. Supported the recruitment and selectionprocesses, as well as induction programs for new employees, training plans and actions in the area of labourrelations. Successfully represented the company against local labour authorities.