Manage a recruitment team looking after the end-to-end recruitment process, from candidate sourcing and screening to offer negotiation and acceptance;Team - 4 recruiters, 4 assistants and 1 intern;Key performance indicators management and guarantee better numbers than previously;Tech and innovation deliveries leadership understanding the people needs and trying to make the department more efficient - system implementation, dashboards integration, innovative hiring processes for an specific purpose;Recruitment strategy setup - searching and talent pooling for key strategic roles;Collaborate closely with hiring managers to understand their talent needs and develop effective recruitment strategies supporting them through the whole process;Manage agency relationships;Business partnering for an international department working closely with the leadership and the Global HR to define people strategy.

Lead, coach and inspire 12 people to deliver the Talent Management strategy - 80% focused on Recruitment;Experienced hires management for Tech & Innovation, Advisory, Audit and Infrastructure departments;Team’s goal setting, evaluate and follow up periodically;Mapping all talent acquisition process and encouraging change;Team building, thinking about our needs and people wishes and expertise;Talent management KPIs setting up - Performance, D&I, People survey, Recruitment process status, Recruiters efforts, Hiring volume, struggle points, cost per hire, time to fill, time to admit etc;Projects Manager - Employer Branding, Campus recruiting, High volume recruitment strategy;Projects management - Education Recruiting, KPIs implementation, ATS changing;People analytics collaborator, preparing dashboards to show them through Power BI, Excel and Power Point;Establish and maintain external HR vendors relationships giving them feedbacks and following up deliveries and team performance;System implementation and adapting to the company’s needs listening to all stakeholders, clients and candidates;Team building and defining recruiters to attend each business area, thinking about our needs and people wishes and expertise;Team’s goal setting, evaluate and follow up periodically;Mapping all talent acquisition process and encouraging change.

High volume hiring - 600 positions to fill in 5 months counting on 2 vendors and defining all the HR strategy;Team leadership looking after Tech & innovation, Advisory and Audit departments - 150 simultaneously for 5 Recruiters;Responsible for attracting and recruiting tech, innovation professionals;Hiring managers relationship, supporting them with the human capital management;HR vendors management looking after payments, contracts, negotiate pricing, delivery standards and timing;Projects leadership such as Campus recruiting, negotiating agreement, leading the internal team and follow up meetings, besides planning and guarantee the on going;People with disabilities hiring and process improvement, thinking regarding candidate experience and constantly seeing vendors that could help with actions to receive the professionals such as training the leadership on this subject;Leading a recruitment team with 5 Recruiters;Talent acquisition KPI’s monitoring day by day and constructing the best way to show these numbers for HR company leadership using Excel and Power point.

Company’s HR implementation in a generalist role acting as a Recruiter, doing Talent Management work and also assisting the payroll team when necessary; Talent acquisition focal point for all positions (more than 40 hires per quarter) from entry to board level;Internship program conduction, in partnership with the journalism department and the administrative areas; Mapping of all company HR processes and culture;HR policy writing: Human capital management, Talent Acquisition, Health and safety;Lead an internship program in partnership with the journalism area and other departments;HR focal point for internal moves, human capital management, talent training, engagements actions, leadership development;Active and consultive participation in decisions related to human capital;Offboarding interviews and development with KPIs analysis;HR partnerships development, to give benefits to the employees: health, well being, food, education;Strategical contracts with universities and education institutes to bring engagement to the employees;Integrated HR system deployment mapping all department processes;Internal communication in all it cycle, since the channels creation until the communicate elaborate day by day.

End to end recruitment process, looking after mid senior level positions for big companies such as:Tereos Globo TV/ GloboplayVivoRodobens Also working as a executive recruiter for the same companies and as well as smaller businesses.

KEY ACCOUNT ROLE:Part of Affiliates and partnerships department;Responsible for find, develop and guarantee the HR services delivery for the whole country;Focal point for more than 45 HR and marketing agencies that delivered our HR services for the client all over the country;Draw and design all the client processes workflow and ensure the delivery with the internal recruitment team and the partners;Relationship with all the clients - up selling;Sales executive meetings accompanying to discuss and design new projects;HR Recruitment team management.BUSINESS PARTNER ROLE:HR focal point to several issues in the whole company;Job descriptions writing refresh (more than 200 roles);Internal moves approval and conduction, following HR policy-up;Responsible for HR policy updates yearly (compliance, movements, talent acquisition, training, benefits);Active participation in performance evaluation committees (people cycle);Responsible for Internal communication with communicates create and events organisation;Diversity quotas management;People attraction development strategies in several levels;Talent Acquisition KPIs following, and ensure goals accomplishment;Talent Acquisition process Improvement creating tests and cases of studies adapted to each client;Training needs analysis to all of departments teams and application of.

Talent Acquisition Delivery process;Responsible for recruitment process end to end for external costumers in HR services.

Acting in all the employee cycle, since the hiring, onboarding, until ensure the follow-up policy;Relationship with any HR companies outside of São Paulo, to do contracts for recruitment projects and leadership of;Trips to participate in retail events and trainings ensure;Responsible for creation and maintainance of database for emergency hiring throughout Brazil;Service of recruitment needs in events and retail seasonal actions;National Talent Acquisition KPIs management;Talent Acquisition process - end to end, in different positions levels.

Staff hiring;Events follow up and functions on going;Team leader - rostering, uniform control, staff pick up and replacement.Rio2016, Lollapalooza, Johnson’s and Cielo activations.

HR deparment development - talent acquisition, well being, development and training, payroll and benefits, salary and movements;HR focal point for many issues related to human capital;Relationship with accounting company for ensure the payroll process, and purchase of benefits;Onboarding program creation, with content development and setting of agenda with the application of;Early talents program development stablishing schedules to hire, training, job rotation activity and following;Monthly evaluation training needs in the entire company;Relationship and contract with training and development partnerships;Talent Acquisition process - end to end, for all of the departments and levels;Development of employee periodic evaluation with the leadership, making actions plans to improve it;Wll being projects management - sports, beauty, health, charity. Responsible for training and following employees in the management of this projects, with budget control, actions approval, supplier contract;KPIs analysis.