Responsable de coordinar los programas de capacitación, formación y desarrollo integral del personal, asícomo asegurar la captacion del mejor talento para la organización.

Regional manager for development and implementation of strategies for the improvement of HR KPIs. • Responsible for the availability and continuity of the sales force. • In charge on promoting initiatives to strengthen the culture of safety and health. • Application and analysis of organizational climate surveys. • Administration of the front line and non front line personnel payroll process to ensure the remuneration of the employees in a timely manner.Top accomplishments:• Promoted the development of a new tool to guarantee and transparent the calculation of productivity bonuses, eliminating deviations and standardizing payment criteria in only 2 months.• Managed the migration process of 250 external employees to internal payroll in the southeast region to comply with the labor reform, complying with all the requirements of recruitment and selection processes of the company, guaranteeing the continuity of operation in a period of 3 months. • Designed PepsiCo’s Way communication strategy to promote the new Culture model reaching the entire region with an increase of 6.4% of knowledge vs. last year leaving a gap of only 3% according to the survey.• Implemented the Parenthood program that increased the indicator of Engagement & Commitment by 5% vs. last year with initiatives of: Pregnancy kit, flexible time and “I don’t work on Sunday” starting with a pilot in this region with 500 employees. Then it was extended as a best practice in all regions with more than 3000 employees.

Consolidated the position of HR Generalist for Other Channels (self-service, wholesale and convenience stores), at the regional and national level. • Responsible for the availability and continuity of the sales force. • In charge on promoting initiatives to strengthen the culture of safety and health. • Application and analysis of organizational climate surveys. • Administration of the front line and non front line personnel payroll process to ensure the remuneration of the employees in a timely manner.Top accomplishments:• Designed with the Commercial area team, the Power of Food (POF) Route Model for the Proximity Channel in Mérida, growing from 14 to 24 routes in 6 years, monitoring productivity with the field personnel to guarantee expected compensation, establishing equitable salary schemes.• Led the integration strategy of 4 business units for Sabritas and Gamesa brand teams in the southeast region, standardizing the compensation package and the integration of culture values and institutional communication. It included 17 administrative and 548 field employees.

Reclutamiento y selección operativo. Análisis, creación y cálculo de indicadores de RH. Creación y consolidación de Dashboard para la muestra de resultados de indicadores de gente. Gestión de información de personal respecto a rotación y desempeño.  Desarrollé el Modelo de atracción de talento Potencial, consolidando un programa de practicantes para el área de ventas, estableciendo perfiles y competencias claves, que lograron desarrollar al menos tres colaboradores hacia posiciones gerenciales.  Fortalecí, en tan solo 2 semanas, el reporteador de indicadores integrando información crítica para la toma de decisiones en las áreas comerciales, disminuyendo la rotación de personal en un 5% durante ese año.

Reclutamiento y selección operativo y ventas. Creación y cálculo de reporte de indicadores de RH. Administración del proceso de incidencias de personal de FL y catorcenales garantizando la remuneración de los empleados en tiempo y forma.Comunicación interna, control de prestaciones a empleados.