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Work Background
Pervolare ColombiaRegional HR Manager
Sep. 2023BogotaI am implementing cultural transformation strategies to contribute to business development in 4 Latin American countries.
Universidad EANHR Manager
Jul. 2022 - Jul. 2023Colombia · HybridTo contribute to institutional growth and continuity, it is essential to implement effective people management and development strategies. These strategies will enable the organization to nurture and develop its workforce, resulting in enhanced productivity, sustainability, and development strategies. These strategies will enable the organization to nurture and develop its workforce, resulting in enhanced productivity and sustainability. Main achievements: - Structuring methodology of the process of attraction and selection of personnel. - Implementation of the new annual evaluation model for faculty and administrative development. - Implementation of artificial intelligence for teacher evaluation for about 80 thousand evaluations per year. - Organizational and salary structure in line with the institutional strategic approach, calculating the impact on EBITDA.
Woden ColombiaRegional HR Manager
Aug. 2020 - Jul. 2022Colombia · Hybrid- Design and implementation of Human Resources strategies in 8 LatAm countries. - Implementation of new OKRs that comply with the SLAs of internal and external clients (selection and hiring) reducing early turnover from 80% to 30% (Sep/20 vs Jun/21), identifying causes and implementing action plans to reduce incident factors. - Creation of the Corporate University with training schools (corporate, technical, leadership and service) that leverage the strategy and organizational culture. - Creation of the Competency Management Model (Woden Me Compete) to drive business strategy and culture. - Cultural Transformation (measurement of culture for the region, identification of current/required culture, ambassadors). - Profile measurement for the identification of PDIs from the beginning of the employee's work cycle. - Implementation of the salary policy (salary, benefits and incentives) under the principles of internal equity and external competitiveness. - DEI (Diversity, Equity and Inclusion) job opportunity program for 100 employees.
- Measurement of profiles to identify PDIs from the beginning of the employee's work cycle. - Creation of Human Resources OKRs with BSC methodology, generating routing towards value generation, cost efficiency, labor commitment and HRBP model. - Assignment of the Temporary Services Company for a headcount higher than 20%.
- Organizational efficiency (analysis of workloads for the productivity model, permanent disabilities, vacation liabilities, disability portfolio recovery and health benefits).
Renting Mareauto AvisHR Manager
May. 2012 - Sep. 2019Bogotá D.C., Colombia · On-site-Consulting and intervention of core business processes for the achievement of greater efficiencies in performance, consolidating stability in the commercial team of a business line responsible for 80% of the country's budget. -Manpower planning: critical positions, key people, succession plans and replacement charts for 100% of the business. - Performance management with BSC performance culture for 100% of the business, total compensation model: fixed pay, salary structure equity and competitiveness, job evaluation Hay methodology. - Stabilize payroll operation and close government requirements.
HC - Human CapitalHuman Resources Consultant
Mar. 2010 - May. 2012Bogotá · On-site-Reestructuración del área de Gestión Humana y puesta en marcha de acuerdo a los lineamientos estratégicos y políticas. -Disminución de la rotación de personal del 3,8% en octubre 2011 contra mismo período de 2010 al 12,8%. -Gestión del desempeño alineado al pago variable.
-Medición de Clima Organizacional
-Benchmarking salarial, Política Salarial
-Modelo de gestión por competencias.
Copa AirlinesCorporate Training Coordinator
Jun. 2007 - Sep. 2009Colombia · On-site-Implementación de la academia de servicio y academia de inglés alineado a la estrategia corporativa en el 2009, como lo son Índice de Quejas, reduciendo a un 1,04 quejas (meta 1.16 en el 2009) y Net Promoter Score, aumentando el indicador del Cliente Promotor en un 49% (meta 43% en el 2009). -Programa de Semilleros con el apoyo del SENA, para la cobertura de cargos críticos en la operación en aeropuertos a nivel nacional, con un total de 63 aprendices graduados y contratados por la compañía. -Ahorro por más de 110 millones COP mediante convenio con el SENA para capacitación de 650 empleados en el 2007. -Administración presupuestal de 800 millones COP en los años 2008 - 2009 y de 211 millones COP para el 2007. -Realización de convenios interinstitucionales con el fin ofrecer opciones de calificación y ascenso a los colaboradores. -Liderar el programa de reconocimiento alineado a la cultura como acción de salario emocional.
TelmexWell-being Analyst
Apr. 2006 - Mar. 2007Colombia · On-site-Programa de Bienestar para 1400 colaboradores directos y 1500 contratistas. -Apoyo en los procesos de Salud Ocupacional y Seguridad Industrial - Formadora de Estándares de Seguridad Industrial para 700 colaboradores directos y 1500 contratistas
EtipressHuman Resources Coordinator
Mar. 2005 - Mar. 2006ColombiaSelección, inducción, entrenamiento, capacitación, seguridad industrial y salud ocupacional, gestión del desempeño, perfiles de cargos, nómina y seguridad social.
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