Need help with HR? Count on me!Solutions for companies:- Assessment and development of skills through analysis of the desired profile for different positions. - Development of training and qualification plans to improve the skills of employees;- Review and update human resources policies, according to company objectives and best management practices.- Analysis and improvement of the performance management system, development of action plans to improve employee performance.- Assessment of the organizational climate, identification of factors that influence employee satisfaction and development of action plans to improve the organizational climate.- Creation and implementation of training plans for the development of successors.- Survey of training needs, PDI design and plan implementation management.- Elaboration of Job Descriptions and Career Plans of the Company. - Design of recognition programs (policy, criteria and monitoring).- Plan for structuring HR, considering analysis of the scenario, capabilities, resources, needs and objectives of the client.- Recruitment and Selection for occasional vacancies or small groups.- Audit of HR processes. Solutions for professionals: - Analysis and improvement of the candidate's curriculum, offering a more attractive and assertive document. - Creation of a champion profile on LinkedIn, to increase the candidate's chances of being seen by recruiters. - Preparation for interviews, through training to improve the candidate's communication and presentation skills in interviews, simulation of interview situations and feedback to improve performance. - New to the job market and feeling lost? Take a mentorship for guidance on companies and sectors of activity and support in identifying and analyzing job opportunities.

In the HR role, I was responsible for creating HR policies and procedures, as well as the code of ethics for one of the group companies. Recruited and selected new employees, worked on the development and management of employees, approved calculations and executed salary payments, prepared (at the manager's request) warnings in accordance with the Mozambican Labor Law and carried out the planning and control of employee vacations and presentation of the annual plan to the Ministry of Labor.In the administrative area, I suggested and implemented changes aimed at greater professionalization of the company, leading the team and managers during the proposed transitions. I made daily contacts with external accounting, to guarantee legal compliance and correct and timely payment of fees and taxes. Conducted analysis of investment plans, prepared and submitted documentation to creditors, clients and government agencies. Delegated actions for continuous improvement of the training process to clients, including revision and proposals for graphic and visual improvements in training materials. I supported the training accreditation process with competent external entities (Government) and the financial management of the company.

Support the people management strategy through L&D and engagement solutions, implementing new corporate education programs and tools to support employee development. Indication of strategic training via distance learning, through the platform. Support for decision making, providing technical advice for contracting suppliers. Management of L&D policies and processes, supporting the process of preparing and updating competency matrices and the Capability plan. Definition of the annual calendar for internal marketing initiatives and organization of the respective events, informing by engaging employees through internal communication. Organization of talent discussion sessions, performance evaluation and career and succession plan. Local leadership for the implementation of global programs.

I was responsible for the Individual Development Plan (IDP), assessing needs and structuring the annual plan for technical and behavioral training. I monitored the performance indicators of the programs, coordinated agile adjustments in the projects and programs due to unexpected changes at the company. I was responsible for training logistics, content structuring, dissemination and monitoring. I developed technical scopes and documents for training purchase. I applied face-to-face and distance training both in Portuguese and English. I was responsible for the unit's LMS and LXP, as well as designed and implemented development trails for different audiences. I was responsible for supervising and administering training contracts, for influencing employees locally for digital transformation and greater adherence to the e-learning platform. I developed different business cases and presentations and carried out research in the global market on the best practices in L&D, conducting detailed data analysis, researching and observing conceptual references to indicate strategies for improving the education process. I prjected the Supervisors Development Program focusing on the technical and behavioral aspects]. I conducted costs analysis that represented economy of significative amount for the company.

In this role, I supported the definition of strategies for the development and retention of employees in the region and assisted the L&D teams of the subsidiaries in 12 countries. I provided support and interacted with managers to ensure the development, retention and recognition of employees, also identifying the learning and development challenges of each unit. I elaborated customized L&D and OD solutions and programs, designed entrance doors and setting integration programs for new members and managed the cost of training programs. I designed and implemented the program for the development of future leaders (successors) in Malaysia, resulting in the promotion of 67% of the participants. I organized technical visits, including companies in other countries, as well as the corporate exchange program for a partner company in Japan. I conceived and led the young apprentice program in Malaysia and worked in the creation and delivery of trainee programs throughout the region. I was used to present education strategies and programs for the region to senior leaders and different stakeholders, demonstrating the impact of training initiatives for the business. I developed a training effectiveness evaluation form. Also I established external networking, including public institutions and collaborated with the Communication and Corporate Social Responsibility area, to enhance Employer Branding actions. I supported the creation and implementation of the operational career plan, supported the organization and monitoring of team building sessions. I was used to manage simultaneously several projects in different countries.

I supervised the construction and use of the simulator for practical training and I produced educational procedures and 45 training materials. I offered support in performance appraisal meetings and career talks with managers and HR BPs, to discuss performance, IDPs and feedbacks. Also, I implemented technical development trails, conducted diagnosis and review of the recruitment and selection process. I conducted actions aimed at the dissemination of the company's Culture and Values at all levels and collaborated with leaders in the diffusion of practices to improve engagement, based on the result of the Climate Survey. I monitored the employees' performance on mandatory training and presented an adherence panel to the leaders.

I was responsible for training logistics and team management, for interfacing with various areas to ensure the functioning of the Training Center, for managing training data, preparing and sending indicators to the client and defining routines for the team and developing models dashboard.

I provided personnel management and routine organization consultancy to Odebrecht's outsourced companies to identify and deal with non-conformities according to the requirements established by the contractor (Odebrecht).I applied behavioral and soft skills training to the contractors' team and developed models for document management and record control, facilitating the quick response to audit requests by the client.I was a consultant for the outsourced Sir Comercio Lda and TPM - Transportes Públicos de Maputo.

I was responsible for checking and validated the product return orders opened by the customer service area at SAP, maintaining contact with the planning and brokers area to organize the collection of returned goods, return them to the company's distribution centers and release credit to the customer.I monitored the stages of the goods return process to guarantee payment to customers within the defined SLA, with the responsibility of ensuring exceptional execution of service level agreements through proactive leadership;I designed KPI panels and dashboards to monitor and improve delivery processes and I was also the focal point of the sector for specific actions of the Personnel Department (point and frequency).

In this role, I assisted employees to deal with the demands presented, providing support for them to access the payroll records. Daily I monitored and reported the occurrences of absenteeism and made control of time records.I made records on the payroll, using a specific HR system, facilitated integration training for new employees, I worked in the Recruitment and Selection of operational level employees, and conducted dismissal processes, including mass layoffs when the stages of the work were completed.I actively contributed to the simplification and improvement of the team management process, facilitating the understanding by the first level leadership (masters of works).

Here, I was responsible for assessing learning needs and designing appropriate programs and proposing courses to boost employee performance. I also analysed processes and calculated retroactive benefits according to the progression and the new grade of the employee.