Execution and business development of MADS Argentina, supporting its international expansion

Strategic Consultancy: -Talent- Org Design- Culture & Engagement- People Tech

Responsible for overseeing HR end-to-end processes within LATAM region. My main focus is to ensuringe that policies and practices are alinked to with the business needs and adhere to the established framework across D! . Additionally, I am responsible for ensuring their sustainability. I lead a team of 4 HR Business Partners. Some of my key responsibilities include:- Articulating the business and people strategy- Coaching and developmeningt top management- Challenging HR and the business to adopt a holistic perspective- Identifying critical capabilities for business development- Elevating the IT team to the next level - Ensuring efficiency and effectiveness in HR operations.

End-to-end responsible for overseeing the entire Development journey at Bank with a focus on enhancing the employee experience through self-management, automation, and decentralization.- Collaborating with employee's to map out their journey within the bank and identify areas for improvement- Designing and implementing a backlog of initiatives - Developing and monitoring key performance indicators to measure the success of these initiatives- Researching and analyzing best practices and technology solutions - Implementing an agile work methodology to ensure efficient and effective project execution- Creating a business case to prioritize and justify the implementation of key initiatives-Building a business case to carry out prioritized initiativesConstant articul of the bank- Implementing an agile work methodology to ensure efficient and effective project execution- Creating a business case to prioritize and justify the implementation of key initiatives- Engaging in co-creation with teams responsible for managing the practices on a daily basis as well as bank collaborators to ensure a comprehensive and inclusive design process

As the team leader for the Product and Technology business unit at BP, I amresponsible for overseeing all HR processes from start to finish. My main objectiveis to ensure compliance with OKRs (Objectives and Key Results) andclosely monitor business results and needs

As a team leader I provide Business Partner services to the squads within Digital Transformation (Tribes and Centers of Excellence). - Our delivery ollows a Circle of Service approach within Agile Methodologies.- We handle end-to-end HR processes including Selection, Training, Communication, Development, Compensation, Engagement, Benefits, and Recognition.- These processes are coordinated with HR practices to co-create a general framework- Identify customer pain points and collaborate on solutions that simplify day-to-day operations

A pilot was conducted within the HR department to test a new decentralized approach to HR services. This involved empowering employees to make decisions and carry out end-to-end HR processes, with a focus on meeting client needs.- Utilized agile methodologies to experiment and deliver value regularly- Prioritize the backlog, coordinationg with HR sectors to establish action plans and anticipatingfuture scenarios to meet client needs.

Mainly assigned to the Bank's ongoing Digital Transformation project. - Designing a framework to manage changes in new business processes, org changes or cultural changes;- This is done with the aim of minimizing the impact on the performance of collaborators and ensuring the success of these projects.- Make a change plan in sprint format will be prepared utilizing cultural levers to drive the desired change and ensuring a cross-bank perspective.- Reviewed HR policies and adapted to accompanying the transformation- Coaching and support the project team and top managemnt in facilitating change- Research will be conducted to identify and introduce improvements in work methology

Advice for Leaders in Managing Their Teams. As a leader, it is crucial to effectively manage your team in various areas to ensure their success and the overall success of the organization. Here are some key topics to focus on:1. Performance Evaluations: regularly assess the performance of your teammembers to identify their strengths and areas for improvement. Provideconstructive feedback and set clear goals to enhance their performance.2. Mapping Collaborators' Potential: Understand the skills and potential of eachteam member. Identify their strengths and areas where they can grow. 3. Training and Development Needs: Continuously invest in the growth and development of your team members. Identify their training needs and provide them with opportunities to enhance their skills and knowledge. 4. Succession Plan: Develop a succession plan to ensure a smooth transition of key roles within your team. Identify potential successors5. Staffing and Internal Searches: When filling vacancies, consider internal candidates who have shown potential and dedication. Internal searches can boost employee morale and motivation while also ensuring a smooth transition.6. Promotions: Recognize and reward exceptional performance by promoting deserving team members. 7. Compensation Analysis: Regularly review and analyze the compensation structure to ensure it remains competitive and fair. Consider market trends and benchmark against industry standards to attract and retain top talent.8. Work Environment Management: Foster a positive work environment that promotes collaboration, open communication, and employee well-being.9. Coaching and Performance Management Provide ongoing coaching and support to your team members. Regularly monitor their progress, provide guidance, and address any performance issues promptly. This will help them reach their full potential and contribute effectively to the team's success. 10. Permanent Feedback: Establish a culture of continuous feedback.

As a Human Resources representative, I am responsible for consultations andmanagement in various projects. I serve as the point of contact for managementpositions and supervisors, providing support and guidance in coaching employees.My role includes defining HR policies, and communication policies. As well asstrategic planning for human resources. I also train supervisors on how to respondto their teams in terms of management and handling conflictsituations. Additionally, I provide training on leadership and HR managementissues.On an annual basis, I manage the evaluation process, coordination andparticipationg in performance evaluations.Engagement management and action plans

Recruitment and selection of IT professionals, including writing and publishing jobadvertisements, coordinating and conducting interviews and managing client relationships Assessment Center processParticipating specialized training programs for conducting interviews.Contributing to cross-functional HR initiatives and activities.

Recruitment and selection of IT profilesCoordination and conduct of interviews,Administration, Communication and Staff Training