College Professor of HR Indicators

PALO IT is an international software development and consulting firm with a strong focus on digital and technology innovation. Our approach takes the best of Design Thinking, Agile and DevOps to help our clients disrupt their industries, reduce their time-to-market and successfully run their digital transformations. We also have a strong expertise in the FinTech space.In Mexico, we have a team of 70 consultants, ranging from User Researchers, UX Designers, Developers, Scrum Masters, Agile Coaches, DevOps/ Cloud Experts, Architects to Big Data Specialists.Our services are organised around 3 pillars:Innovation:- We help you identify and test new products or business models through design thinking and rapid prototyping.- We help you solve business challenges leveraging on latest technology trends such as Blockchain, VR, IOT, chatbot, AI.Delivery:- Our Scrum Team builds products and delivers software leveraging on Agile project management and engineering practices (CI/CD).Transformation:- Process: We help you through your Agile transformation - training and coaching of both business and IT teams.- Tech: We help you adopt DevOps, cloud, omni-channels architecture and data driven organisation models.

Mexican company in the entertainment business with great impact in the country and Latin America with 25 employeesPosition: Human Resources Manager of Polynesian Group (Team Polinesio, Gazer 73 y Dogma)• Development of all the subsystems of Human Resources for the company;• Implementation and monitoring of the goal strategies (personal, team and company with the OKR methodology);• Implementation and monitoring of recruitment and onboarding methodology, with onboarding training, welcome kit and onboarding check 15 and 60 days;• Development of employer branding strategies with integration activities (team building), icons of belonging and celebrations;• Coaching and support to leaders with 1 to 1, leadership program and production of content about leadership and management;• Payroll tracking with provider support.Mains outcomes:• Implementation of goals culture and 1 to 1• Implementation of directors meeting for approvals and monitoring of projects in all area

Psychologist - Coach working in Career Coaching, Leadership Coaching, Professional Coach, Executive Coach and Entrepreneurship Coaching.

I support on entrepreneur endeavors as well as female careers in the technology industry. We also prepare events, workshops as well as talks about Women in the Tech Industry.

Brazilian Company with annual revenue R$ 108 Million and 480 employeesPosition: HR Business Partner reporting to HR Vice president• Development of all HR subsystems for Product & Engineering dept;• Monitoring of KPIs (engagement check, leadership check, health check, performance evaluation, onboarding check, selection check);• Support the leadership and professionals through 1:1 method , coaching strategies, leadership program and program for behavioral skills development;• Development and management of the onboarding and buddy program;• Support on the Selection process, budgetary and Headcount management;• Management and development of the career ladder for the departments, including the policy and annual performance management, besides management of calibration forum and stock option policy;• Implementation and coordination of the performance evaluation through individual and in group feedback, plan of individual development and calibration forum;• Integration with the Corporate HR department. Main outcomes:• Development of the HRBP actions along with the internal customer – It was the first time the department used the HR as a partner for people management;• Implementation of the performance evaluation and HR pulse check within 10 months.

Brazilian Holding, with annual revenue R$ 40 Million and 45 employeesPosition: HR Business Partner reporting to the CEO • Development of policies and projects for every subsystems;• Responsible for the Recruiting and Selection in Brazil and USA with support of specialized agencies and strategy of hunting; • Support to the leadership and professionals on problems solving, development and general advisories;• Responsible for re-structuring the Personnel Management processes, including jobs description and salary plan;• Analysis and definition of behavior profile and individual objectives, structuring and monitoring of the Performance evaluation through the IDP (individual development plan);• Development of partnership with headhunters for Talent Acquisition.Main outcomes:• Granted the firm commitment of the Managers towards the People management department;• Implementation of the Trainee program, enabling teh hiring of professionals coming from first class Universities;• Conclusion of Selection process within 2 weeks attending to pre-requisite for first class formation professionals;• Reduction of 50% on extra hours payment.

Teaching class about Performance Assessment, Remuneration and Rewards at post-graduation of Strategic People Management.

Brazilian company acting on IT segment for Latin America, with annual revenue R$ 70 Million and 90 employeesPosition: HR Coordinator, replacing the HR Manager during her maternity license, reporting to the HR Director and Operations DirectorStaff: 04 direct employees● General Acting, focused on Talent Acquisition subsystems, Compensation and eDevelopment;● Elaboration of the Financial and Headcount budget for the upcoming fiscal year;● Definition and implementation of the variable compensation policy for thecommercial department;● Implementation of the International performance evaluation and monitoring fromBrazil.Main outcomes:● Reduction of the time for recruiting in 20%;● Reduction of the bank of hours bank with the implementation of specific softwarefor 100% of the staff;● Elimination of errors in the Sales Rep commission payment

Activities: • Recruitment and Selection with individuals´ interviews and groups, psychological assessment and group dynamic. Planning and execution the Integration Program to new professionals;• Jobs and Salaries: job description, assessment the job vulnerability with benchmarking through salary surveys. Development Remuneration Rules with salary, result remuneration and benefits; • Training and Development: structuration training with survey training needs even core competences, job descriptions and strategic jobs vulnerability. There was assessment behavior and technical competences. • Structuration and monitoring the Human Resources marker through websites companies traded;• Description, communication and accompaniment organizations processes through BizAgi and Microsoft SharePoint;• Accompaniment Administration Staff, auditing payroll, vacations and benefits. Monitoring HR practices with Legal orientation;• Structuring and accompaniment budget HR.

Activities:• Structuration Human Resources with supporting Administration Staff and Medical and Occupational Safety. Development Recruitment and Selection, Assessment employees, Training and Development and Social Service;• Training and Development: technical and behavior training (lead, communication, teamwork) with employees – about 3500 employees per year.o There was project to assessment performance all industry employees, with final project to development plan to area and hiring temporary employees.o In area Agricultural, there was demand to reduce fines Ministério do Trabalho. Structuring and implantation project Lead Abilities Development with technical and behavior competences. Reduction 14 to 4 fines after 1 years the project.• Execution Social Service project involving employees and families like Spring Week, Father ‘Day, Mother ‘Day. Orientation of the benefits and employee ‘health.