Empresa de Auditoria, Consultoria, Tax e BPO, 1600 colaboradores no Brasil.Com reporte ao CEO e sócio de Recursos Humanos, sou responsável pelas estratégias de Recursos Humanos, liderando os subsistemas de Recrutamento e Seleção, Treinamento e Desenvolvimento Organizacional.• Gestão da saúde• Clima e cultura organizacional• Desenvolvimento de processos e políticas• Estratégias de Remuneração e Benefícios• Rotinas administrativas• Comunicação interna• KPIs• Relacionamento com Ibracon• Universidade Corporativa

reporting to the regional head of human resources and the directorate in Brazil, I act as a business partner seeking the best human resources solutions and strategies for the technical and corporate areas with a generalist scope: Training I Organizational Development I Coaching I Compensation I Culture I Diversity Equity and Inclusion I Talent Acquisition I Pay Roll.

Passionate for working with people, performance, culture and sustainability. Reporting to Latam Regional Directorate of HR and CEO BR, assumes the mission of forming HRBP team in Brasil, implementing service methodology in different brands, countries and board member BR.HR Business Partnership: Attendance of Latam Human RH team, Page Outsourcing Latam, Sales Planning Latam and high leadership BR: Responsible for life cycle of the professional, from hiring, onboarding, salary review, talent review, performance and development plan, internal movements, climate research, organizational structure and dismissal process. Strong relationship with Expertise Center (COE) for the development and improvement of local and regional HR projects as well as cascading global, regional and local actions to customers.Part of the regionalization of the Latam HR team.Strengthening the culture of D&I - implementation of policies and indicators of the DEI committee, coach, support to initiatives, part of the mindset change.Strengthening the Culture of ESG through dissemination of indicators associated with the United Nation´s sustainable development objectives, dissemination of the global sustainability report, management of supporting actions of NGOs (Instituto Sol and Recode) with positive impact on employability.Solidification of work culture and efficiency in hybrid work model ecosystem (training for leadership, engagement strategy, new dresscode, layout, menthal health).Implementation of corporate actions that generated an increase in the engagement of professionals - Have Your Say (Perceptyx) survey from 87% to 94% satisfaction.Analysis of Human Resources indicators (Power BI) for decision making and preparation of actions related to attraction, engagement, turnover, Diversity Equity and Inclusion.

Reporting to the Partner and to the CEO, and taking on the task of restructuring the Human resources area. Competencies in people management. Conducting the People Management, Leadership and Coaching course, Kienbaum (2017). Policy review, benefit adjustment and implementation for greater competitiveness in employee attraction and retention. Prospection and negotiation of values related to meal and fuel vouchers and health plans. Introduction of Birthday Off, reformulating language (44% reduction per year), graduate and postgraduate programs, free passes for gyms, maternity leave, and outplacement. Implementation of the Internal Communication area involving definition and creation of new channels and intranet including more attractive language for diverse people and generations; creation of internal campaigns supporting organizational-climate, and health improvements, diversity, inclusion and organizational values. Deployment of indicators for recruitment and selection, turnover, internal communication, diversity, as well as elaborating internal-movement policy resulting in better use of human potential, transparency and optimization of time and resources. Participation in company acquisition, promoting integration between professionals and HR processes, optimizing employee adaptation to company culture. Management of the trainee program throughout Brazil. Changes to performance-assessment methodology, adjusting it to business needs. Review of job and salary structure. Implementation of changes to organizational culture, mapping organizational identity, verifying objectives, disseminating content, employee involvement and training.

Reporting to the Superintendent, focusing on executives. Planning and implementation of the business-partner function model. Collaboration in the process to restructure the HR area: Excellence implementation, working intensely on Change Management. Restructuring and implementing Performance Assessment methodology linked to Compensation strategy (profit-sharing), responsible for creating new change management internal-customer model and support. Construction and implementation of a new internal-customer satisfaction research model linked to MbO (Management by Objectives), favoring integration of action plans among areas. Implementation of global assessment-center structure for leadership and executive positions. Participation in job auditing and promotion assessment. Participation in the Fleet Solutions Rentals and Services startup, a VW Group vehicle rental company. Volkswagen Academy Qualified (Germany) in moderation & qualification of assessment center observers. Preparation of the management plan for careers, talents, performance and organizational climate, monitoring, reporting indicators and strategic HR planning for headquarters. Conception, planning and implementation of Career in Y (technical career path). Restructuring VW Group climate polls together with headquarters in Germany. Responsible for discussing and monitoring organizational climate actions. Review and implementation of the talent-development program model and approximation to strategic Company themes. Planning Corporate University training modules, including training-need identification, zero-base budget review and action proposals. Responsible for internal and external audits (PwC, Brazilian Central bank, German Central Bank). Compliance Training (anticorruption law, Basel, money-laundering prevention, Code of Ethics).

Verification of training needs, program elaboration and application; climate-research management and action plans; performance-assessment implementation; selection of managerial positions.

Assessment-Center coordination in conducting development and organizational-restructuring projects, and mapping potential of clients from various segments. Conducting selection processes for various clients.