At bix a beel (www.bixabeel.de) I help leaders build adaptable, resilient and innovative teams. By utilizing and implementing different tools such as workshop facilitation, design thinking, LEGO SERIOUS PLAY, Insights Discovery, Leadership coaching, etc. we ensure that change & growth actually happens!From team strategy workshops, to processes re-design, team building working on improved collaboration and better communication, to enhanced leadership skills in 1:1 or team coaching sessions, I’m here to be your trusted partner to take your team and leaders to the next level.Let’s talk about your company! If you are ready to take the next step, let’s jump on a call and talk about you, your business and your team. Contact me at: veronica@bixabeel.de and let’s make change happen.

The purpose of Liwa is to develop a growth mindset in people around the world, so people can conquer new learning experiences that enable them to unleash their full potential and live more fully.Liwa promotes the development of individuals and businesses, facilitating change through various tools and solutions that intersect, complement, and integrate: coaching, mentoring, leadership skills training programs, team building, and talent management consulting. We are here to open up possibilities for you to create new outcomes and generate the transformations necessary to reach as far as possible.

As the Global Head of Learning and Talent Acquisition at The Gap Partnership, I had the privilege of driving transformative impact on an international scale. My role revolved around designing and executing TGP's strategic learning and talent acquisition initiatives, aligning them with the broader business objectives to foster growth and success.In my capacity as a strategic leader, I was responsible for crafting an exceptional employer brand, candidate experience, and learning culture ensuring we attracted, retained and developed talent by embracing best practices and innovative thinking.

Led the Global People Transformation at Temenos 🚀As a visionary leader, I spearheaded a comprehensive transformation across Temenos' People department. My focus extended across a range of functions, from implementing robust Learning & Development (L&D) initiatives, Diversity, Equity, and Inclusion initiatives, driving performance management, and building a strong succession planning framework.

Responsible for managing end to end inclusive leadership development programs & career development programs both globally and in EU Wayfair offices: Germany, UK and Ireland. Partner with internal Talent Management and business stakeholders to develop high end learning & development solutions for employee and senior leaders.Main Achievements:- Implemented local and global programs to offer leadership support to all employee levels across the EU offices.- Revamped, implemented and facilitated the early leadership programs in 2020. Certified 150 employees in 9 months with an NPS of 76 (10p+).- Revamped the global Wayfair Interviewer Program. Implemented the first module, an online e-learning in October 2020. With a 800+ completion, the course currently rates at 71 NPS (47p+).

Responsible for managing employee life cycle global programs such as: Talent Management, Performance Management, Succession Planning, Learning Strategy, Onboarding, Employee Value Proposition – Branding, Engagement and other HR programs.IAMGOLD’s programs and HR processes were deployed to 5,000 employees across 3 continents. Main Achievements:- Developed, implemented and managed the first Succession Planning Program (online) across the organization.- Developed and implemented a centralized Onboarding Program for IAMGOLD's corporate offices.- Led the "Decoupling" Performance / Compensation process for the Performance Management cycle, in partnership with HR Compensation and HR Operations teams.

Responsible for setting the strategy, design and implementation of talent and organizational development initiatives for Deputy City Manager Corporate Services (10 teams, 2100 employees) such as: - Incorporated leading practices and emerging trends in managing a talent/workforce strategies- Supported business' continuous improvement goals through the development and delivery of human resources strategies and programs such as talent management, succession planning, training and development, performance management, change management and staff engagement. - Developed communications strategies and led coordination efforts to complement people initiatives, staff engagement and cultural change initiatives.- Provided strategic advice to senior management teams of the following Divisions: Information & Technology, Environment & Energy, Real Estate Services, Facilities Management, Corporate Security, 311 Toronto, Fleet Services.- Vice-Chair of the Toronto Public Services Women's Network. Member of the Positive Space initiative. Main Achievements:- Developed, implemented and managed the annual Mentorship Program in collaboration with external Divisions such as Toronto Employment and Social Services, Shelter, Support & Housing Administration and Municipal Licensing and Standards. Since its first annual launch in 2016, the program has been replicated independently across different City Divisions and currently hosts 320 participants.- Implemented the (online) Talent Assessment initiative across Divisions, including training, tracking and evaluation. - Scoped, designed and implemented the "CSConnects" platform, a centralized web platform that hosts all "employee experience" resources and tools, from Onboarding, Career Path, Recognition Programs, Offboarding and more. Unique in its nature, this program is currently been replicated by other City Divisions.- Updated, managed and reported on the "CSApplauds Program", the Corporate Services employee recognition program.

Dual role: Responsible for Learning & Development initiatives in North America and senior Manager, Human Resources supporting 400+ employees across NA.As an L&D professional, I was responsible for all training and development programs in North America: from creation, execution, monitoring and reporting. I was also the North America representative in the global L&D team, responsible for analyzing global training / development needs, creation and development of global programs, execution, monitoring and reporting.As a seasoned Manager, HR, I was responsible for supporting 400+ employees trough Canada and U.S. My main responsibilities ranged from day-to-day support, workplace issue resolutions, recruitment, onboarding of new employees, termination management, implementation and execution of engagement activities (Wellness fairs, charity events, social events, etc.). Assisted employees in the interpretation of company policies, guidelines and benefits. Provided leadership, coaching and career counselling to individuals and senior stakeholders.Main Achievements:- Developed and implemented the annual Training plan for North America, impacting 2,200 employees from junior to senior levels. Use of different deployment training techniques: workshop, webinar and e-learning.- Developed the new global Performance Appraisal form, impacting 17,000 employees in 80+ countries. - As part of the global L&D team, developed the Entry Level Training Program for junior employees across all Ipsos’ offices. In North America, I was responsible for the executing, training and monitoring of training KPIs.

As a Manager, HR, I was responsible for supporting 600+ employees trough Canada and U.S. I supported Client Service teams as well as Operation / Support area teams.My main responsibilities ranged from day-to-day advice and support to employees, workplace issue resolutions, recruitment, onboarding of new employees, termination management, implementation and execution of engagement activities. I assisted employees in the interpretation of company policies (CA & US), guidelines and benefits. Provided leadership, coaching and career counselling to individuals and senior stakeholders. I managed the Performance Appraisal annual process including training for new employees and new managers, coaching on feedback delivery, monitoring and reporting. I also participated in annual budget criteria’s and annual merit / promotion budget process.Main Achievements:- Developed, implemented and executed the ASI “Fast Track” Training program. With 40+ trainings delivered, it has become the strongest training program of ASI Canada.- Streamlined the process and support for the annual Performance Appraisal process. Worked closely with senior stakeholders ensuring completion of deadlines, constructive feedback being provided to employees, career discussion and annual goal setting. 100% completion rates since 2012.- As part of the global L&D team, developed the Ipsos Leadership Program. The Program consists of 8 courses to be delivered on e-learning or workshop methodology. As an individual contributor, I developed the Performance Appraisal e-learning for the program.

Analyst, Human Resources (2009 – 2011)Reporting to the Director, HR Ipsos Argentina, I was solely responsible for: all recruitment and onboarding programs for 150+ employees, day-to-day support to senior stakeholders and employees on matters regarding career development, performance appraisal, payroll & benefits and training. Managed and produced internal weekly newsletters as well as internal boards. Lead social activities to increase motivation and engagement in the office. Main Achievements:- Created and executed Ipsos Argentina’s first Internship (rotation) Program. Interviewed 150 candidates trough assessment centers and individual interviews on a 4 week time frame. Onboarded 8 final candidates and managed their rotation program for a length of 3 months.- Created and executed 2 annual Training Programs.- Developed career paths documents for Client Service teams and created job descriptions for Operation teams.

Profesora Ayudante de Psicología del Trabajo IICatedra Prof. Alonzo, Claudio

Responsible for process improvements, training material development and internal communication management for the accounts SAP and SUN. My main tasks required to document current process for analysis and recommendation on changed to make day-to-day activities and contacts with clients, more efficient. According to the improvements, design training materials and delivered to the respective teams.Main Achievements:- Develop all software / process training materials for the SAP Lead Generation team.- Develop all software / process training materials for the SUN Lead Generation team.- Created and executed 1 week Onboarding Program for SUN Lead Generation team.

Responsible for recruitment and onboarding of full time employees, call center employees and chauffeurs vendors. Solely responsible for updating payroll information, management of employee’s files and general HR advisor for employees.Main Achievement:- Streamlined all call center process: data entry, recording requests from clients, salutation and client management.