Estruturação da área de Treinamento e Desenvolvimento e Diversidade & Inclusão no Brasil - Champion da região (Latam)- Implementação do Processo local de mapeamento de talentos, identificação de sucessores e desenho de plano de desenvolvimento.- Responsável pelos três pilares da estratégia da companhia voltada para pessoas: Pesquisa de clima, processo de gestão de desempenho e programa de desenvolvimento de líderes. - Desenvolvimento e Melhoria contínua da experiência do colaborador- Coordenação do Programa de Desenvolvimento de trainees- Desenho e Implementação do Programa de Diversidade & Inclusão

Responsible for development and implementation of training and development programs according to the company strategy, such as Leadership, Internship programs:Leadership Program: Development and implementation. The Competence profile and the culture model is the bases for this project. One different Program was developed for each leadership level, coordinators, managers and directors.Internship Program development, implementation and coordination of the ongoing Program: Attracting process, including disclosure on Social Media, Training Program: Develop young talents to support succession pipeline in the companyPerformance Management Process: Responsible for new tool implementation, training and building guides to support employees during Goal Planning, Midyear and Final Performance ReviewChange Management: Development and Implementation, including communication process. This project was part of a bigger merging process, implemented to align the culture guideline for employees of two different companies, ACE and Chubb. The main goal was to give the message that both companies became one.Engagement Survey: reference professional for the global survey locally, development of the action plan campaign. The objective is to invite the employees to work on suggestions to improve the work environment. Young Talents International Programs: Responsible for coordinate global programs locally - Attraction, selection process and reference professional for visitors.Technical Trainings: Support for implementation and development of new content HR Communications: The main objective is to ensure that the employees are aware of development programs, benefits, quality of living actions and all HR Projects.

Main responsibilities – Oct/ 2010 – Oct/ 2014Trainee Program implementation: Attracting and Training process. Develop high potential employees to support the organization Leadership pipeline Participate during the implementation process for the Leadership ProgramPerformance Review Process: competencies and performance evaluation, feedbacks and Development Plan Responsible for coordinate global programs locally (Skanska Unlimited and Skanska Stretch)Coordination of Calibration Meeting – objective: Identify talents development, succession plan and top talents development. Assessment process providing assertiveness identifying high potentials and high performances employeesConducting Climate Research, locally implementation, communication of resultsInternal Communication: Responsible for Internal Communication, production of content for newsletter with Skanska news, HR programs and highlights from Skanska World and Communication campaigns. *International Assignment – Sweden (Mar – Jul, 2014)Responsible for global communication campaigns. Coordinating content for external and internal communication channels (Intranet, Global Website, and Social Media channels such as LinkedIn, Twitter and Facebook).

Exchange Program - Office in Sweden - Responsible for global Communication campaign for Skanska Global Safety Week, Coordinate content for external and internal communication channels (Intranet, Global Website, and Group social media channels such as LinkedIn, Twitter and Facebook).