Strategic leadership in people management, focusing on results, organizational culture, and talent development. Manage HR subsystems: Talent Acquisition, Development, Personnel Management, and Talent Management. Strengthen organizational culture: Foster belonging, collaboration, and innovation by translating the company’s values into tangible practices. Lead the employee journey: Oversee the complete experience, from attraction to offboarding. Plan and execute development programs: Design succession strategies, talent management initiatives, and continuous training. Leverage People Analytics and KPIs: Analyze strategic data for informed decision-making and continuous improvement in people management. Ensure labor compliance: Oversee payroll, contracts, and benefits. Collaborate with leadership: Align people management practices with the companys strategic goals to drive results.

Como Consultora de RH e Negócios, sou responsável por liderar a área de Pessoas, garantindo a integração dos subsistemas de Atração e Seleção, Treinamento e Desenvolvimento. Implemento estratégias para fortalecer a cultura organizacional e a experiência das pessoas, com foco em engajamento, desenvolvimento contínuo e gestão de talentos. Utilizo People Analytics para impulsionar decisões estratégicas e melhorar a performance organizacional, alinhando as práticas de RH aos objetivos de negócios. Além disso, supervisiono o Departamento Pessoal, assegurando conformidade trabalhista e eficiência operacional.

Shape an HR framework catering to cultural nuances of Brazil and Switzerland teams.Act as HRBP, aligning HR strategies with senior leadership for effective staffing, attraction, and retention.Spearhead HR initiatives: compensation, benefits & rewards, performance, talent management, succession planning, motivation, wellbeing, diversity & inclusion strategy, and professional development.Oversee adherence to employment laws and regulations; streamline internal policies for continuous compliance.Stay updated on HR and talent management trends, ensuring organizational adaptation.Foster cross-regional collaboration, communication, and engagement.Elevate employee experience and champion employer branding strategies.Oversee payroll operations.Design and execute ISO-compliant HR processes company-wide.Key Achievements: Conducted a comprehensive company culture assessment, identifying opportunities and strengths.Designed and implemented a new company strategy, including updated mission, vision, values, and a communication strategy to enhance internal alignment.Restructured HR operations, introducing policies and processes focused on enhancing employee experience and retention. Implemented a new HR System to integrate both teams into a single platform.Successfully organized and executed a global Team Gathering in Brazil, encompassing 8 days of team building, planning, and business continuity.Developed Job Descriptions, career paths, and conducted a Salary range analysis.Initiated and conducted the first Employee Engagement Survey, achieving a remarkable score of 77.Led ISO review, preparation, and certification with flawless HR process compliance.Achieved high talent retention rates with zero voluntary turnover.

Cultivate a culture of belonging, excitement and connection to the companys mission, vision and values.Manage, coordinate execution and continuously improve employees engagement and diversity & inclusion programs and strategies, creatively working towards building an environment that attracts and retains talent.Build and identify employee recognition programs that celebrate employees impacts in a fast-paced, high-growth company culture. Plan social events to increase our culture of recognition for the remote teams.Focus on employee relations, building processes and policies aligned with region/type of contract needs, conducting exit interviews and investigations.Coordinate company onboarding process together with other colleagues to build the best experience.

Developed and executed a comprehensive employer branding strategy, aligning with organizational objectives and integrating employer brand, values, and value proposition into the companys strategy for Latam region.Led design and implementation of internal communication strategies, promoting transparency and innovation using various platforms.Created inclusive programs enhancing intern development and employee well-being, and used metrics for evaluating and improving employer experience initiatives.Identified and implemented continuous improvement strategies based on data and metrics, leading key projects in organizational culture, engagement, and employer branding.Organized and executed internal events, ensuring initiatives success aligning with company objectives and leading events connected to organizational strategy.Enhanced the employee Experience Journey, leading and supporting Diversity and Inclusion projects, and contributing to discussions on climate research, pulses, and data analysis.Created graphic and audiovisual materials and swags for employer branding, designed internal recognition programs, and led the Employee Engagement Survey, analyzing results for organizational improvement.Led the Great Place to Work (GPTW) certification process, affirming the companys commitment to a positive workplace culture.HRBP support for team building initiatives and change management process.Member of the Innovators team, promoting and accelerating the cultural transformation towards innovation.

Responsible for R&S and L&D process for Brazil, supporting Chile and Argentina.Responsible for the Global Integration Program for new members.Responsible for the global exit interview tool.Responsible for leading the Internship and Apprentice Program.

Responsible for the R&S processes for all positions, assisting the HRBP and leadership in the strategy, targeting high performance teams (from briefing description to offer letter extension).

•Conducting the R&S processs for positions of analyst, experts and corporate management area of the RBS Group, focused on IT and Comercial areas; •Alignment and survey the specific needs of the requesting area; •Prospecting, mapping and market analysis of resumes to identify potential candidates; •Follow-up meetings (follow up) with the vacancy manager and control of selection indicators; •Conducting interviews and professional reports composition settings that support approval in the committee; •Participation in the committee, held periodically with the HR VP, HR Executive Manager and the R&S Manager; •Closure of selection processes and forwarding professionals for admission.