Human Resources Manager

• Apr 2019 - Present

• Acts as a single point of the contact for the employees and managers in the business unit. • Facilitate change management around streamlining and centralizing of HR process in alignment with organizational objectives. • Manages complex and difficult HR projects cross-functionally. • Actively identifies gaps, proposes and implement changes necessary to cover risks. • Builds a strong business relationship with the internal and external clients. • Manages the recruitment of key talents for the organization at all levels. • Drive accountability for performance across the organization by improved feedback and level setting between managers and employees • Acts as the performance improvement driver and provokes positive changes in the people management. • Deliver a consistent HR experience grounding work in data, relevant metrics and disciplined analysis.

HR Business Partner

• Nov 2017 - Apr 2019

HR Business Partner

• Feb 2016 - Oct 2017

• Acts as a single point of the contact for the employees and managers in the business unit. • Proactively supports the delivery of HR Processes at the client’s side. • Manages complex and difficult HR Projects cross-functionally. • Builds a strong business relationship with the internal client. • Actively identifies gaps, proposes and implement changes necessary to cover risks. • Assists with the recruitment of key talents for the internal client. • Facilitates the management team to bring best solutions for employees. • Acts as the performance improvement driver and provokes positive changes in the people management. • Challenges the organizational structure of the internal client and proposes changes. • Acts as the member of the HR Management Team. • Develops HR team members, as they can become HR Business Partners.

HR Generalist

• Oct 2015 - Feb 2016

• Serves as a central resource to management and associates on compensation, staffing, payroll and benefits. • Provides day-to-day human resources support to all employees and ensures consistent application of policies and procedures. • Advises management on appropriate resolution of Employee Relations issues. • Identifies legal requirements and reporting regulations and ensures policies, procedures, and reporting are in compliance. • Facilitates compliance training, HR policies and procedures communication, and management development training. • Ensures personnel actions are processed timely and accurately. • Recommends improvements from analysis of HR metrics and/or observation of HR processes.

Supervisor, US Payroll & Benefits

• Apr 2013 - Aug 2015

Led a staff of four employees in managing human resources, payroll, and benefits activities in the United States for a 57 year old international industrial engineering company that produced $4.2B in annual revenue.Transformed HR from an administrative role to a strategic business partnership by cooperating with senior management to implement innovative performance initiatives.Redesigned the employee handbook, which standardized policies and procedures that established the organization’s philosophy and effectively build employee confidence.Conducted extensive analysis of existing organization, and developed a business planto update and improve all policies, procedures, services, programs, and operations.Served as the main point of contact for the annual Workers Compensation 401K audits.Represented the company in unemployment hearings and EEOC claims, ultimatelycontributing to a 90% reduction in claims and a successful closure of the remaining 10%.Partnered with Legal Counsel to identify regulatory and government reportingrequirements, including Workers Compensation, background checks, and immigration.

Payroll Reviewer

• May 2011 - Apr 2013