As Global Head of Talent Strategy I'm responsible for identifying the talent that we have today, the talent that we will need tomorrow, and how to close the gap in between, enabling our business to deliver disproportionate value for our patients. Together with my globally distributed team, we oversight the design and implementation of our Talent Strategy by establishing our global talent management standards; creating experiential accelerated development experiences for our top talent; evolving the systems, environment, and insights to discover and grow potential in a skills based organization; and embedding our T&D solutions into all our business areas.

o Lead the M&A integration of Talent and Development processes between Alexion and AstraZeneca including the design and implementation of retention and engagement strategies. o Strategically deploy Leadership Development programs and Talent Development tools (e.g. Development Centers, psychometric assessments) to foster retention and build leadership capability.o Design, develop, implement and execute a global talent strategy to support Alexion’s growth and strategy, build leadership capability and enhance employee experience and diversity across the organization.o Implement, Retention, Talent Review and Succession Planning strategy, programs, metrics and systems for our 1000+ top leaders.o Create and implement talent analytics strategy and report Talent KPI and metrics to the Executive Committee and the Board of Directors.

As Head of Talent Strategy and Design I'm responsible for leading the design and implementation of global talent programs and processes, including talent and performance management, succession planning, career development and team effectiveness. My main goal is to understand and enhance the employee experience around these critical areas of focus while optimizing processes and programs to develop our people and bring Alexion closer to becoming the most rewarding company to work for. Key Accomplishments:o Design, develop, implement and execute a global talent strategy to support Alexion’s growth and strategy, build leadership capability and enhance employee experience and diversity across the organization.o Implement Talent Review and Succession Planning strategy, programs, metrics and systems for our 500+ top leaders.o Implement a continuous performance development strategy and supporting development tools (e.g. LinkedIn Learning, 360 assessments, mentoring and coaching programs) to enhance the experience of our 3500+ employees.o Lead the deployment of a management development program to 600+ people managers globally.o Report Talent KPI and metrics to the Executive Committee and the Board of Directors.

As Associate Director of HR Transformation and Delivery I was responsible for leading Alexion's HR PMO managing a portfolio of 30+ Global HR Initiatives related to the enhancement of the Employee Experience, the development of Internal Leadership Capabilities, and the creation of an innovative Digital Experience. Key accomplishments:o Lead a team of 3+ project managers managing and supervising a portfolio of 30 HR projects annually, including risk management and resources allocation.o Evolve the company HR PMO by implementing Agile project management best practices, enabling internal networks and developing coordination and communication tools while building project management capability within HR. o Design. implement and lead Global HR Governance processes and Dashboards to introduce an Agile mindset within HR, increase speed of delivery and enhance communication and coordination while reporting outcomes to the Leadership team.o Lead the design and implementation of multiple Talent Management Initiatives and programs to develop global leadership and management capabilities across the organization.o Lead multiple Business product expansions involving the recruitment of 250+ professionals in a 6 months period. o Manage multiple projects related to Data Standardization, Reporting improvements and implementation of an HR Analytics tool (Visier). o Support the development of an integrated workforce planning strategy in consultation with top consultancy firms and lead the implementation of organizational health measures.

As member of the Global HR Operations leadership team I was responsible for ensuring the correct delivery of HR Services to 3500+ employees across our 8 locations in North America (US and Canada). I managed 4+ HR Operations specialists in those countries being accountable for the correct and compliant execution of HR policies, increasing quality and employee satisfaction, improving process and programs, and contributing to the long term HR strategy. In parallel, as project management professional, I continued supporting the organization in the roll out of critical HR initiatives with a strong change management component (e.g. Implementation of a new HR Global HRIS system -SAP Success Factors; streamline of HR processes with significant cost savings results; implementation of Agile practices within HR Operations)

As lead of the HR Project Management Office I was responsible for the management of a global team of project managers and business process analysts. My team was responsible for:1. HR Project and Program Management: lead worldwide cross-functional HR projects and programs such as Performance Management, Compensation Planning, Onboarding Program, Engagement survey and other HR strategic initiatives.2. HR Knowledge Management: maintain HR public and private information, control systems and information security access, and create tools and templates (i.e. change plans, project plans, communication plans, training resources).3. HR Prioritization and Capacity Planning: track and prioritize HR requests against overall strategy and assign resources to projects while creating development opportunities for our HR team members. 4. HR Systems and Processes analysis: gather requirements for systems and processes enhancements, liaise with our HRIS team to execute on them and develop systems related change management plans for the Cimpress organization. Key Projects: management of Performance management and Compensation Planning annual processes; implementation of global HR Share Service Center; implementation of multiple HR ERP systems; redesign of Global Onboarding program; implementation of cost savings measures in manufacturing locations among others.

As Talent Management specialist of the HR Project Management Office my main responsibilities were: contribute to the design of the Talent Management Strategy; manage the global Performance Management and Compensation Planning process; assist with configuration and testing of Talent Management tools and resources; support the design of the global HR roadmap; develop internal HR prioritization and capacity planning processes; manage global crossfunctional HR projects and programs (i.e. implementation of new HR frameworks, systems, models and processes) and design and create internal project management tools (i.e. change plans, project plans, communication plans, knowledge management systems) and training materials.Key Projects: management of Performance management and Compensation Planning annual processes; implementation of new competency model; implementation of Global Job Levels framework; implementation of Goal setting framework; implementation of multiple ERPs.

As part of the Global L&D Team I was the Program manager of the Vistaprint's Global Manager Development Program (MDP). My main tasks were: coordinate and manage the correct development of the program; select participants for the MDP program based on the business' needs; develop and create management skills' assessments; provide high quality customer service to the participants and the different stakeholders; partner and communicate effectively across the global organization; develop, standardize and improve processes for the global deployment of the program; impulse continuous improvement measures; manage budget and resources; arrange venues and events; and analyse trends and KPIs.

Whithin the IT & E-Commerce Division my main tasks were: recruiting, CVs screening, headhunting, interviewing, reporting, dealing and negotiating with clients and candidates, collaborating with the business development and improving internal processes. Profiles selected: chemical and electronic engineers, e-commerce specialist, IT experts. Geographical area: Spain, Germany, The Netherlands, Belgium, Finland and UK.

Main tasks: researching for the European Network of Excellence RECWOWE (Reconciling Work and Welfare in Europe) throught the University of Oviedo on professional profiles and career development of Women on Corporate Boards in European Firms including: creation of data bases; recovery and analysis of finantial and employment data; coordination of virtual teams; development and presentation of final papers at international conferences.Main Publication: Women on Corporate Boards and in Top Management. European Trends and Policy. Palgrave, 2012.

Main Tasks: providing support to the Science Team; performing Job Analysis; developing and validating Assesment Surveys and Performance Rating Scales; participating in specific projects about Performance Management and Organizational Change Management.

Main Tasks: designing and implementing an EFQM and ISO 9001 model in an NGO including interviews, development of the Manual of Quality, reengineering of processes, coordination of quality circles and training of top managers.

Main Task: teaching of the course Personnel Management.

Main Tasks: updating CVs database, screening CVs, and developing specific HR projects (international mobility, Work-life balance, etc.).

Main Tasks: recruiting employees, updating CVs database, screening CVs, and performing selection interviews.