• Strategic performance as a Sr. HRBP Manager for Marketing, PR, ADS (Sales), Product, CustomerService, and Engineering teams supporting VPs, Sr. Directors, and Sr. Managers.• Partner with executives to define and implement people strategies in the medium and long term.• Responsible for increasing clarity around promotions, attrition, and hiring processes.• Liaising with Latam Compensation to orient Netflix Brazil on organizational design and regionalizationto ensure coherent operating models and structures.• Lead on ensuring our leaders and managers follow Netflix directives regarding comp cycle, Pay equity,feedback, 360, and overall team effectiveness.• Experienced in developing highly effective colleagues who build strong teams, leading with empathy,and unlocking the capabilities of a global, diverse workforce.• Strong ally and understand how to lead change toward a culture of inclusion.• Leading the implementation of strategic talent initiatives across a variety of disciplines: culture building, organizational development, talent management, and inclusion and diversity.

• Strategic performance as a Sr. HR. Business Partner for Commercial Areas as a Client Sales,Customer Success, Indirect Channel and Relationship supporting the CEO Brazil, 3 VPs, 8 Directors, 10 Managers, and 70employees.• The leadership of the Diversity commitment to actions in Brazil.• Performance Management in Engagement survey for Commercial areas.• Responsible for organizing the Brazilian Kick-off and leadership meetings in Brazil.

• Responsible for the leadership of 12 employees (1 Coordinator, 10 Analysts in Brazil and 1 HR Consultant in Chile).• Support for Generalist HR Management for Sales Force in Distributions Center in Brazil.• Strategic Performance as a Business Partner for Sales Director sector in Brazil (Minerva Foods) and Chile (Athena Foods) supporting since operational process to Topics Strategics for all HR process, growth and expansion of units and redesign of structure.• Implementation of Committees in a month to discuss business and HR KPIs with VP, Sales Director and Managers.

• Redesign of organizational structures of up to 5000 people, span of control, layers and support for problem solving of 15 Directors• Competitor analysis, restructuring projects, benchmarkings and best practices and competitive position structure, quantifying cost structures• Salary Scales (competitiveness analysis, specific market analysis, comparisons) and involvement in the scale implementation decision for 5000 employees in Brazil• Cost-of-living analysis and definition of transfer packages for executives (transfers and expatriation)

• Strategic performance as a Business Partner (Business Units, Sales, Marketing, HR, Finance, Corporate Affairs, Sustainability, Press, Institutional Relations, Legal and Compliance) supporting 2 VPs, 10 Directors, 40 Managers / Coordinators and 600 employees• Implementation of HR Directories (committees) to discuss business KPIs, HR and costs in general• Strong performance in climate improvements through the GTPW and OHI (Organizational Healthcare Index) surveys through facilitation of Workshops, Focus Group, Skip Level, engagement and action plan of several areas obtaining a 25% increase in critical areas in 1 year

• Acting as a Business Partner of Audiology Equipment• Responsible for setting up the Human Resources department in Brazil.

• Acting as a Business Partner of Healthcare Sector• Responsible for guiding the business unit employees on topics related to Human Resources policies, standards, procedures and ways of using the benefits granted by the company• Annual planning and operational training unit in partnership with the Corporate HR• Organizing activities of Training and Development, operationalization of job-rotation, management of the Talent Development Program, Internship Program and integration of new employees• Preparation of Job Descriptions, approval and dissemination of the final material in partnership with Compensation and Benefits team, as well as participation in salary surveys based on Tower Watson and Hewitt Associates methodologies.• Monitoring and controlling of the work performed by Recruitment and Selection Consultants.• Responsible for Statistics Report to the board• Supporting the operationalization of labor relations, labor law, union negotiations, and profit sharing, among others

• Training: personnel development based on ISO 9001:2000, logistics, coordination, implementation, training needs assessment, annual schedule and evaluation of results• Recruitment and Selection: Coordination of Recruitment and Selection processes for positions in different levels• Performance Evaluation: Responsible for managing the process by setting goals and evaluation of results• Facilities: Administration of fleet of vehicles to Sales and Service Area, rent negotiation, vendors hiring (engineers and architects), professionals for maintenance of the building as receptionists and cleaner

• Responsible for payroll using the systems Bitti, GInfor and ADP WEB, calculations of overtime hours, emergency hours, unemployment insurance, 13th salary, vacation, bonus, severance pay, contributions to the government

• Recruitment and Selection, assistance for psychologists, Résumé analysis, scheduling interviews