Strategic Leadership:Integral member of the Senior Leadership Team, reporting directly to the CEO and indirectly to the President.Spearheaded the HR strategy, aligning it with the company's long-term business objectives.Team Management:Led a team of 13 HR professionals across LATAM and the USA.Expanded the employee base from 200 to over 500 within two years through strategic recruitment and retention initiatives.Internal Communication and Training:Oversaw the internal communication team, enhancing communication channels across the organization.Directed the internal training team, implementing annual training programs on legislative changes for all subsidiaries.Employee Misconduct and Escalation:Partnered with leadership and HR peers to address misconduct and serious employee behaviors.Organized and managed the internal escalation process, ensuring timely resolution of issues.Advocacy and Compliance:Interpreted and advocated company values, ensuring compliance with HR policies across business units and regions.Collaborated with compliance, local HR teams, and legal departments to identify and mitigate risks.Standardization and Innovation:Led efforts to standardize HR practices, creating scalable approaches for enhancing compliance.Implemented new technologies and data-driven solutions to improve HR functions and decision-making.Employee Relations and Cultural Transformation:Directed solutions for employee relations issues, fostering an inclusive and values-based work environment.Drove organizational changes based on leadership principles and improved communication channels.Capability Building and Development:Provided leadership development through team-building, rewards communication, and onboarding programs.Guided the HR team in offering one-on-one consulting and coaching for senior and executive business leaders.

Recruits, interviews, hires, and trains new staff in the department.Oversees the daily workflow of the department.Provides constructive and timely performance evaluations.Handles discipline and termination of employees in accordance with company policy.Partners with the leadership team to understand and execute the organizations human resource and talent strategy particularly as it relates to current and future talent needs, recruiting, retention, and succession planning.Provides support and guidance to HR generalists, management, and other staff when complex, specialized, and sensitive questions and issues arise; may be required to administer and execute routine tasks in delicate circumstances such as providing reasonable accommodations, investigating allegations of wrongdoing, and terminations.Manages the talent acquisition process, which may include recruitment, interviewing, and hiring of qualified job applicants, particularly for managerial, exempt, and professional roles; collaborates with departmental managers to understand skills and competencies required for openings.Analyzes trends in compensation and benefits; researches and proposes competitive base and incentive pay programs to ensure the organization attracts and retains top talent.Creates learning and development programs and initiatives that provide internal development opportunities for employees.Oversees employee disciplinary meetings, terminations, and investigations.Maintains compliance with federal, state, and local employment laws and regulations, and recommended best practices; reviews policies and practices to maintain compliance.Maintains knowledge of trends, best practices, regulatory changes, and new technologies in human resources, talent management, and employment law.

• Responsible for creating programs to maintain general compliance with regulatory agencies, Federal and State laws and internal policies• Oversees auditing of practices and complaint management.• Manages the monitoring of business activities for compliance with applicable rules and regulations• Tracks relevant laws and regulations and directs staff to update operating manuals and procedural documents when regulations change.• Assist in recruitment of all vacancies, including scheduling interviews, job placement in perspective job areas.• Prepares personnel files and maintain personnel records in accordance to corporate policies and guidelines.• Conduct criminal and background checks for all new hires. Maintains accurate record keeping of all pending background checks, and informs respective department managers.• Assist new employees with completion of their personnel packets.• Audit personnel files, ensuring all information is current and accurate.• Assists during open enrollment meetings, and enroll employees in health insurance when eligible. Submits proper documentation.• Inputs all personnel information for new hires and all status changes for current employees as directed.• Managing investigating employee complaints, grievances and disputes.• Conduct exit interviews.• Maintain the human resource information system and employee database• Assist with payroll, time clock/time off oversight, absence request.• Benefits administration, Worker’s Compensation, and unemployment processes• Improve the operational systems, processes and policies in support of the organization’s goals purpose, and core values.• Provide to all members of the organization day-to-day support for the different systems, and procedures

• Draft and file a “proof of claim” via the ECF system.• Responsible to respond to Subpoenas• Responsible for bankruptcy sales• Read chapter 13 plans and recognize what action should be taken based on plan terms.• Started judgments process within 3 months, achieving an overall of $970,880.93 in recovered balances.• Assess state and federal collection law in order to ensure legal compliance on each account • Read and comprehend, then apply any bankruptcy pleading received.

• Maintain less than 3% error rate for team. Error is defined as a mistake in the funding process that would have prevented the deal from approval/funding.• Supervise workflow and quality of packages received, returned, and funded loans.• Auditing of funded loans to ensure that all AFS guidelines were followed.• Communicate and ensure company policy and procedures are executed proficiently.

Recruit and coordinate interviewing, references, and documentation for staff hiringFollow up on hiring decisionsDistribute, complete, and process paperwork for new hiresWork with employees to answer benefits questions and assist in processing life events and open enrollment electionsConduct new hire orientation and benefits orientation to build a strong foundation for new employees and increase employee engagement"Assist in the development of policies and proceduresCoordinate exit process for departing employeesCoach management and teams to promote and facilitate career growth and development

Creating and maintaining accurate employee records and gathering all related documentation and key details.Ensuring employee records are secure from tampering or theft.Maintaining the HR department's policies and programs.Answering employees' questions regarding their benefits and compensation options and assisting with the administration of their benefits.Making recommendations to management regarding benefits packages to entice new hires.Participating in recruitment events, talking to potential hires, and distributing promotional material.Posting job openings, reviewing applicants, and conducting interviews with potential hires.Maintaining records of all active job openings and received applications.Providing new hires with the appropriate paperwork and details of their new role.Assisting with audits, compliance reviews, and other mandatory reports.Prepared and maintained files on all vendors and approved appraisers and brokers.