Accountable for HR and SAP SuccessFactors projects, talent strategy framework, cultural adoption programs and people engagement plans.•Lead and design SAP SuccessFactors implementation strategy: methodology, roadmap, key performance indicators and assumptions to deliver and execute successfully implementation global projects.•Optimized and increased to 50% productivity rate of organizational effectiveness applying agile methodologies, talent reviews and career plans creating a high-performance culture to improved business performance.•Created and led the HR consulting practice and organizational development programs including talent strategy in one year, achieved the construction of a strong team with 15 Certified Consultants in several process such recruiting, compensation, succession, career development plan, onboarding and performance in order to reduce the staffing services, the return of investment saved the company nearly $100,000 dlls after two years.•Design and implemented the change management strategy within the digital transformation projects to enable change, drive employee engagement and system adoption.

Responsible for the recruiting, compensation and performance process design and module implementation applying business needs analysis and aligning with the project goals.•Provided strategic direction and advice in HR process design according to the best practices focusing on global and agile approaches to enable continuous improvement.•Perform the module implementation according to the SAP Activate methodology, in order to enable the testing and knowledge transfer, develop hypercare activities and support for the stabilization of the system after go live with a 90% on-time delivery rate.•Reduce implementation time up to 20% by eliminating repetitive tasks with no added value to the project.

Accountable for the change management of the complete technological transformation project and also process owner for the job profiles management and performance assessments. •Overcame the resistances to change by designing training, stakeholders and communication management plans, the results were: over 12,800 hours of training for 6 business units, 85 train the trainers and a grade average of 90/100 which allowed a successful adoption and correct use of the system.•Helped develop 24 change agents with strong skills to motivate the adoption and use of the system in the company.•Established successful relationships with C-level and HR managers to enable change and drive the initiative to standarize the HR processes.•Implemented the new standardized performance management and job profiles process to provide valuable information crucial to the decision-making process, resulting in a reduction of headcount up to 30% •Created a 200 item competencies library and 520 job profiles established in the new talent management and compensation strategy.•Analyzed employee engagement scores and created action plans to increase said engagement.

Accountable for the compensation management, organizational structures and employee administration.•Designed and implemented the performance assessment company-wide to achieve and align business goals. •Reviewed current HR practices and provided solutions to achieve higher efficiency, such as evaluating succession plans and preparing for growth or reductions in headcount.•Accomplished a 93% participation rate in employee climate survey and developed action plans to increase the satisfaction rate based on employee experience.•Advised on compensation matrix to ensure top talent was retained and rewarded within a pay-for-performance structure.•Implement the annual compensation strategy considering pay levels, compensation benchmarking, results, effort and time to enable internal equity.•Facilitated talent review and calibration sessions with business leaders to improve organizational effectiveness.•Provided strategic and operational support to a team of approximately 500 corporate employees and 16 HR local managers for 18,000 business unit employees. •Implemented the HR polices, regulations and practices ensuring the understanding and compliance, resulting in a risk-rate reduction.

Responsable de la compensación de los empleados, administración del personal y coordinación de los políticas y procesos a nivel nacional.•Alinee el catálogo de puestos a la política de compensación del grupo y al mercado.•Logré cerrar el 99% de las separaciones laborales en el corporativo sin riesgo de demanda, conseguí un ahorro del 30% en los montos de liquidación con apego a la LFT y políticas internas.•Creé el procedimiento de incorporación de personal generando un ahorro del 10% de la nómina anual mediante: la contratación en días específicos y realizando el onboarding del nuevo empleado.