 HR Director Latam – SSL (Spanish Speaking Latam) responsible for 11 countries in
North, Central and South America
 HR head for Delivery and Food business responsible for impacting people in all SSL
Latam
 Responsible for designing HR Strategy for DiDi Food SSL
 Coordination of Organizational Design exercise, talent precision, talent management &
compensation strategy for all countries
 Leader of layoff process optimizing structure in 20% without impact in Market Share
 Act as facilitator connecting Western countries culture with HQ in China
 Leadership of HR Team SSL Latam
 Mapping critical roles, key talents and core competencies in order to implement
business
strategies and developing people;
 Cascade the Global HR Strategy adapting / considering local culture elements for each SSL country

Member of Country HR Board;
Responsible for designing HR Strategy for Novartis Oncology Mexico;
Responsible for implementing the New Business Model for Oncology defining new
competencies, structure, compensation strategy and change management processes;
Responsible for leading culture transformation Journey at Novartis Oncology Mexico
anchored in the new V&Bs & culture aspiration;
Responsible for developing HR Talent & Compensation strategy with focus on enhancing
succession planning and business skills;
Cascade the Global HR Strategy;
Responsible for re-thinking the way talent management occurs locally;
Leadership Coaching;
Lead Change management processes;
Mapping critical roles, key talents and core competencies in order to implement business
strategies and developing people;
Member of the Country Culture Board;
Head of TM&OD Brazil (Talent Management, Culture, Engagement & OrganizationDevelopment) at Sandoz–ANovartis Division

 Head of Talent, Culture, Engagement and Organizational Development for Sandoz Brazil
(Novartis Division), reporting to the HR Director;
 Responsible for leading culture transformation Journey at Sandoz Brazil anchored in the new
V&Bs;
 Novartis Corporate Leader for topics such as GPTW and Engagement;
 Responsible for Top Employers and GPTW certification processes at the divisional level;
 Focal point for Latam in the new HR Operational Model;
 Responsible for designing and implementing fast track development initiatives for young
Talents in Latam (Mexico, CAC, Ecuador, Peru, Columbia, Chile, Argentina and Uruguay);
Core team member for the new Regional Mentoring Program for south Hemisphere;
 Responsible for developing HR TM&OD strategy with focus on enhance succession planning
and business skills;
 Accredited in the OCI Methodology;
 Support HR Business Partners based on Potential & Performance Guidance;
 Cascade the Global Development Strategy;
 Responsible for re-thinking the way talent management occurs locally;
 Act as a Business Partner with a focus on Trade, BD&L, Finance, Medical, Regulatory Affairs,
Supply, Trade FF and Quality areas;
 Leadership Coaching;
 Lead Change management processes;
 Mapping critical roles, key talents and core competencies in order to implement business
strategies and developing people;
 Country Implementation Leader for a new module of Talent & Competencies for Novartis
Group;
 Global Core Team Member in designing a standardized HR BP Curriculum;
Member of the Country Culture Board;
 Responsible to lead business expansion with focus on antibiotics;

Reporting directly to HR Head with strong interaction with HR LaCan Head;
HR Business Partner with a focus on Oncology Division (Back Office and BusinessFranchises as well);
Generalist action responsible for 200 Headcounts (Hematology Franchise, Onco / RareDiseases Franchise, Medical, Finance, Legal, Strategic Services and Presidency);
Responsible for Engagement and GPTW actions;
Global Employee Survey;
Development of Entry Programs (Internships);
Leadership Coaching;
Cascade the global HR procedure

HR Business Partner with a focus on Commercial, Established Medicines BU, CVM BU,
Retina / Ophta BU, Services, Innovation, Internal Communication areas;
Generalist action responsible for 500 Headcounts (Including Established Medicines FieldForce , CVM Field Force, Retina Field Force and Key Account Managers);
Development of Entry Programs (Internships);
Act as a Business Partner influencing all Business decisions;
Acting as the connection with compensation, talent acquisition and training / development
areas;
Leadership Coaching;
Cascade the global HR procedures;

 HR Business Partner with a focus on Supply Chain in the Crop Protection division;
 Application of potential and performance evaluation concepts;
 Strong focus on research and development of the Climate Engagement Strategy;
Responsible for developing key talent and positions;
 Acting as the connection with compensation, talent acquisition and training / development
areas;
 Working as a HR Business Partner influencing business decisions;
 Budget Control, Headcount and reporting to Headquarters in Saint Louis - USA;
 Leadership Coaching;
 Cascade the global HR procedures;

 Product Development for Human Resources Portfolio;
 Structuring selection processes for all levels (Executive, Middle Management and Analysts);
 Implementation and Evaluation of assessment tools focusing on results optimization;
 Development of Entry Programs (Internship, Executive trainee and Commercial trainee);
 Support policy development with focus on recruitment (internal and external);
 Supporting the structuration of the Talent Attraction and Retention area;  Acting business
partner enabling solutions for client areas;

 Generalist experience focusing on Supply, Commercial and Back Office areas;
 Internal Consulting for 17 business units throughout Brazil, plus the Headquarters;
 Support the Executive Management / Vice Presidency;
 Structural and movement analysis involving people;
 Conducting Interviews for the Selection Processes;
 Development of Training Programs / Leadership Model;
 Responsible for the development / implementation of Entry Programs (Internship and
Trainee);
 Organization of the climate Survey;
 Interface with Compensation, Jobs and Salaries;
 Development of evaluation tools (performance vs potential);
 Acting as a partner to influence business decisions;

 Identification of improvements for the team development;
 Application of feedback methods for all employees;
 Facilitate the integration of training sessions;
 Participate in group dynamics for hiring;
 Conduct interviews for skills competencies;
 Organization of Internship Programs (AkzoNobel, Portugal Telecom, Scania, Pirelli, Dupont
and Alstom);
 Development of Events for candidate attraction;