Experience

Tappa

• Brazil
• Advertising Services
• 1 - 100 Employee

• Global Head of People and Culture

  • Apr 2022 - Present

• Director Of Business Operations

  • Dec 2021 - Mar 2022



Molson Coors

• India
• Food & Beverages
• 1 - 100 Employee

• North America Hire To Retire Operations Manager

  • Sep 2019 - Nov 2021

  Process • Responsible to deliver high quality services in HTR processes to MCBC entities in scope by leading a team of team leaders and specialists. • Drive operations KPI's adherence and continuous improvement by allocating right staff to right tasks and projects; will coach and develop team capabilities to support performance and meet partner business units’ requirements. • Driving process standardization across countries in the same stream; • Oversee service management in the teams and take improvement actions; People • Coach the team managers on delivering through others, support adherence to people practices & delivery on objectives; • Adhere to MCBC HR practices in terms of people retention, performance assessment, motivation and talent development; • Build strong and effective relationships with HTR actors in Business Units. • Owns 100% accurate and timely inputs for the teams I supervise for salary, leaves and incentives and other HR processes like employee health and safety regulations etc. • Ensure all team members are aware of KPIs for agreed deliverables and of current & expected performance output. Finance • Operate within the Department Budget; • Drive productivity improvements within operations; Compliance • Adhere to company policy • Respects and correctly promotes the image of the company and the code of conduct; Support technology implementation • Supervising system implementation as per the business requirement as per the baselining; • Support tools implementation by creating capacity in the team and allocating staff to both operations and projects. Continuous improvement • Responsible for identifying standardization opportunities between countries/activities; • Responsible for validating ideas raised by the team by checking and validating ideas as business case and applicability and extending options to other countries. Migrations • Coordinating migrations for own stream, participation in the baselining, process definition. Show less



ING

• 1 - 100 Employee

• HR Operations Manager

  • Sep 2018 - Sep 2019

  • Oversee all functions (admin; payroll; HRIS; IMEs) of our Human Resources department and provide support to our employees. • Set objectives for the HR team and track progress • Monitor key HR metrics • Act as a consultant to managers and staff regarding policies and procedures • Maintain all personnel policies and procedures and provide guidance and interpretation to staff. • Maintain in-depth knowledge of legal requirements related to HR, reducing legal risks and ensuring regulatory compliance. • Complete human resource operational requirements by scheduling and assigning employees; following up on work results. • Maintain human resource staff by recruiting, selecting, orienting, and training employees. • Maintain human resource staff job results by counseling and disciplining employees; planning, monitoring, and appraising job results. Show less



Imperial Tobacco

• Poland
• Tobacco Manufacturing
• 200 - 300 Employee

• HR Operations Lead

  • Mar 2018 - Sep 2018

  -Lead a team of HR Advisors and Subject Matter Experts to deliver a high quality and consistent HR service to HRBP’s, People Managers, Employees, Payroll and Third Parties -Build and maintain excellent working relationships with a varied group of HR and business stakeholders -Co-ordinate the resolution of HR cases raised by ensuring timely and efficient HR administrative support the whole employee lifecycle–hire to retire -Ensure adherence to policies and processes within the Cluster and educating HRBPs and People Managers of these as required -Manage all local process documentation (Local Work Instructions, Policies and How to Guides) and act their custodian to ensure they are maintained according to the global protocol -Act as second line of escalation to investigate and provide accurate and timely solutions to queries that cannot be answered by HR Advisors or SMEs -Produce and drive the delivery of the HR calendar events such as salary review, bonus and performance management administration, applying lessons learned from previous experience in administering similar HR activities -Deliver a change programme to drive continuous improvements to the effectiveness and efficiency of the service, through standardisation, elimination and applying Lean 6Sigma or Design Thinking principles to processing. Working collaboratively and at times under the guidance of the Global HR Operations Solution and Continuous Improvement team -Support and embed global changes at Cluster level, as they are delivered from the Global HR Operations team -Drive the accuracy of data processing and the data protection of personal data on behalf of the Local HR Function, which will include regular purging of documents according to the local retention schedules and ensuring the safeguarding of employees personal data during the HR processing activities -Grow WD Super User ability within the HR Operations team, but also with your Customers within the Cluster Show less



Kellogg Company

• United States
• Manufacturing
• 700 & Above Employee

• HR Generalist Lead

  • Jul 2016 - Mar 2018

  Managing a team of 8 people I ensure high quality HR support is delivered to the business and HR teams in all employee matters in accordance with Kellogg requirements. Develop a network of strong relationships with HR and the business, to aid effective communication, monitor customer satisfaction and identify where problems exist/improvements can be made. Ownership of Generalist section of service catalogue and service level agreements and accountable for the generalist team’s service delivery in accordance with SLA standards and metrics Monitor and review HR processes, identifying inefficiencies and implement improvements to ensure HR processes move towards best practice to increase customer driven environment Manage escalations and work closely together with GBS specialist teams in order to resolve escalations and to improve business standards. Coach, support and mentor team members in order to provide opportunities for reward and career development Ensure the performance of the HR Generalist team delivers a professional customer focused service, to an agreed scope and defined service level agreements. Show less



Accenture

• Ireland
• Business Consulting and Services
• 700 & Above Employee

• HR Team Lead

  • Aug 2014 - Jul 2016

  As HR Team Lead I manage the workload of my team, 12 people, make work assignments, and have responsibility for developing team members. I operate as a subject matter expert, being the escalation point for issue resolution and customer escalations. Responsibilities:- Manage effective internal/external client relationships within a defined area of responsibility, and build client relationships in the wider group or unit.- Interpret day-to-day business objectives and prepare/execute operational practices/work programs. Ensure proper execution of processes by team;- Review all incoming work for clarity, provide clear work directions, ;- Demonstrate expert knowledge of processes and related systems to effectively perform responsibilities;- Make decisions about the day-to-day operation of the group- Manage workloads to ensure even distribution of responsibilities and provide development opportunities, when available, with assistance from direct manager;- Perform and/or ensure completion of quality review check on outgoing work to ensure quality, accuracy and consistency;- Identify and assist with development of support materials for team use, e.g., training manuals, job aids, and views in databases;- Plan and facilitate weekly (as required) team calls/meetings with local stakeholders. - Create annual team objectives with the direct manager's approval. Monitor and coach team to meet objectives;- Prepare, coordinate and conduct performance appraisals, and counsel employees on career and performance/disciplinary issues- Drive team engagement. Show less

• EMEA Business Continuity (Disaster Recovery) Planner

  • Apr 2014 - Jul 2015

  As EMEA HR Business Continuity ( Disaster Recovery) Planner I am responsible with developing, maintaining, or implementing business continuity and disaster recovery strategies and solutions, including risk assessments, strategy selection, and documentation of business continuity and disaster recovery procedures.I am also involved in planning, conducting and debriefing regular mock-disaster exercises to test the adequacy of existing plans and strategies, updating procedures and plans regularly.The plans and strategies are created and discussed with the HR Directors of each country in EMEA where our client has a Human Resources department.Tool used for the daily activity: SunGard Show less

• HR responsible for African Countries

  • Apr 2014 - Jul 2014

  Handling various HR projects for African countries (Morocco, Tunisia and Algeria):- Administrative department activities: employee data processing, labor documents creation, preparing specific addendums and work statements, providing admin support for client company’s employees- Contact Center activities: offering support to client employees with regards to their benefits, employment status and other Human Resources matters- Handling monthly payroll (data input, corrections, payslips, etc.)For Tunisia I have also been involved in the process transfer, meaning:- Process documentation (creation of detailed work instructions)- Shadowing at the client's site- Meetings with the local reprezentatives Show less



Nokia

• Finland
• Telecommunications
• 700 & Above Employee

• HR Specialist

  • Dec 2010 - Mar 2014

  Alcatel-Lucent EMEA HR Service Center based in Timisoara delivered HR services to employees and managers for several countries within the EMEA Region. As part of HR Connect France team in EMEA HRSSC, my responsibilities were: - Operating with large volume of data handled through the specific company HR systems (SAP HR, CADIS, Contact); - Preparation of employee contracts and addendums; - Establishing and updating employee records on the payroll system such as : new hires / leavers / transfers - Ensuring payroll processing accurately and reflecting company specific pay policies - Complying with relevant legislation; - Dealing with payroll, tax and benefits queries related from staff, (including vacation policy queries) - Addressing manager/employee/HR information requests and sensitive issues, by phone, fax and/or e-mail, in a discrete, customer-focused, effective and accurate manner; - Working with SLAs. Show less



Microsoft

• United States
• Software Development
• 200 - 300 Employee

• Merchant Integration Specialist

  • Sep 2008 - Nov 2010

  As a merchant integration specialist I was responsible with the creation of customer accounts on our online shopping site. I also had to integrate product catalogues and match client's offers to previously created products. Checking and correcting HTML characters on the site was also part of our day-to -day activities using basic HTML scripts As a merchant integration specialist I was responsible with the creation of customer accounts on our online shopping site. I also had to integrate product catalogues and match client's offers to previously created products. Checking and correcting HTML characters on the site was also part of our day-to -day activities using basic HTML scripts