Carla Mendonca

Experience

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  Brasil Telecom

  Jun 2000 - Dec 2004

  Analyst

  IT Analyst • Reporting of IT indicators, reporting of projects (reports to the CEO and internal clients) and control / improvements in the process of meeting the demands of IT users.• Implementation of the BrtGSM (Brasil Telecom Móvel) Virtual Store Project.Business Partner• Implementation of the Business Partner area for the IT area. Recruitment and selection, restructuring, evaluation of positions and remuneration, support to the Change Management team, performance evaluation, preparation of the headcount and management of the HR budget for the IT area.• Salary surveys with external consultants providing information and analyzing the results received. • Calculation of the values of the performance bonus program• Review of job evaluations at headquarters and branches by the Hay System as a result of organizational changes that have occurred. Show less

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  Tim - Telecom

  Dec 2004 - Jan 2007

  HR Consultant – HR Business Partner

  • Implementation of SAP / RH modules. Specification, design, tests, training of users in the Training & Development and Recruitment & Selection modules (SAP R3).• Budget control and indicators of the areas: Internal Communication, Training & Development and Recruitment & Selection (CAPEX AND OPEX). Restructuring of the control and payment processes.

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  Oi Telecom S.A

  Jan 2007 - Jan 2018

  • Development and implementation of Oi's national talent acquisition strategy: internal mobility, recruitment and selection of human resources (more than 2,000 selection processes/year, with approximately 53% of internal recruitment).• Definition and implementation of the new talent acquisition tool to improve the process aiming at the experience of the candidate and manager (Taleo - Oracle, LinkedIn).• Talent Program: Higher internship, technical internship, trainee, apprentice and Incentive to diversity (Trainee program with more than 13,000 applications, innovation in the selection process and development plan. Compared to the previous edition, an increase in enrollments and reduction of about 70% of the cost through the use of social media).• Definition of the Talent Management strategy and execution of Executive Assessments (more than 150 assessments carried out, with 83% of internal recruitment per year).• Definition and implementation of the Employer Branding strategy, attracting more adherent talents and generating a unification of Oi's internal culture.• Redefinition and implementation of the new onboarding process, seeking the quickest adaptation and best productivity of new employees.• Direct management of a team of 4 employees. Show less • Definition of the training and development strategy aimed at implementing the learning culture.• Training project for Oi's technical area:- Mapping of technical skills, profile design, diagnosis, filling the GAPs with theoretical and practical knowledge, definition of productivity and effectiveness correlation indicators - Approx. 50,000 hours of training/year and impact on increasing the availability of Oi's Mobile Network to 99%.- Definition of in-person training actions to disseminate technical knowledge in the various areas (lecture circuit, internal instructors, contractual training). More than 4,500 participations per year.• Definition and implementation of the Oi Educa Portal, an e-learning platform and training management for the entire universe of Oi employees, approx. 17,000. Synchronous, asynchronous and b-learning training.• Budget management, goals and KPIs - Annual budget: 2 million euros.• Responsible for the Change Management area for HR projects.• Direct management of a team of 14 employees. Show less • Definition and implementation of the HR services and talent acquisition strategy.• Management of HR services with a focus on quality (admission, departures, employee service, KPIs).• Restructuring and implementation of improvements for the areas of employee service, training, recruitment and selection, aiming at improving service and optimizing resources. Over 30 processes reviewed.• Definition and implementation of the work time control project, translating a reduction of more than 5 million euros in the year in overtime expenses and an increase in productivity.• Service and support for the process of welcoming foreigners into the company. Legalization processes and global support (employee and family). Approximately 40 foreigners and their families.• Direct management of a team of 15 employees. Show less • Definition of the HR service performance model, in line with the new strategic positioning of the area. HR Transformation Project: Creation of the national HR services channel for employees.• Structuring and standardizing HR service processes throughout the Brazilian territory. Digitization and automation of processes to improve the efficiency and quality of delivery of HR services.• Management of the internal customer service channel - Gente Atende (average of 16,000 calls per month, via telephone, e-mail, internal mail and online chat).• Talent acquisition operation for all headquarters and regional areas.• Management of a team with 20 direct and 35 indirect employees. Show less • Implementation of the HR Business Partner model for the technology area, being responsible for supporting the business areas in the demands related to HR.• Staff analysis, talent acquisition, organizational structure changes, job and compensation restructuring, development plan, training etc.• Team leader of 3 consultants for the Technology area (Engineering, Operations, IT and Maintenance).• The implementation of the model highlighted the need to reorganize HR, which resulted in the proposal of a new model in force from 2008. Show less

  • HR Manager - Attraction and Talent Management

    Jul 2016 - Jan 2018

  • HR Manager - Training and Development

    May 2015 - Jan 2018

  • Human Resources Shared Services Manager (GBS)

    Jan 2010 - Apr 2015

  • HR Manager – Project Management

    Jan 2008 - Jan 2010

  • Global Human Resources Business Partner

    Jan 2007 - Jan 2008
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  Cross Border Talents

  Apr 2019 - Sept 2019

  Global Talent Acquisition Manager - IT and Eng Global Recruiter

  • Responsible for researching and attracting international talents to Portugal and the EU in technical positions for 3 clients in expansion and startup.• Selection and management of the team of 4 remote recruiters, bringing other cultures to facilitate talent attraction.• Increase of more than 800 candidates in the database, as a result of actions to attract talent mainly supported on social networks.

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  Devolute

  Feb 2020 - Sept 2021

  HR Business Partner (Remote)

  • Structuring and implementation of the Human Capital area based on the Agile methodology.• Talent acquisition - Strategy definition and development of talent retention and management policies. Recruitment and selection of teams and onboarding.• Training and development - Design and implementation of training programs and knowledge exchange.• Monitoring and development of employees. Responsible for conducting and monitoring retrospectives with the Team. Facilitation of more than 20 retrospectives.• Support to management decision making, reviewing and reporting the main HR KPIs. Show less

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  New Work SE

  Sept 2021 - Aug 2023

  Team Lead HR Core & Senior HR Business Partner - Iberia (Portugal & Spain)

  • Advice and support to people managers on all leadership issues such as development, coaching, management etc.• Drive the implementation of local and company-wide HR programs and initiatives, as well as identify and manage appropriate solutions aligned with labor relations and HR policies.• Responsible for translating the needs of the local market and adapting them to New Work in Iberia.• Lead a team responsible for all labor and payroll issues - whether individual or collective issues, in addition to day-to-day issues for employees.• Support the implementation of organizational changes, including innovative solutions to make our employees' working conditions more flexible in terms of time and place of work, providing subsidies for the review of various organizational designs, developing remuneration recommendations, implementing the changes and supporting in various aspects of communication.• Overall responsibility for all people operations topics across the New Work group Show less

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  SBM Offshore

  Aug 2023 - now

  HR Contingent Workforce Manager (HR CBSC)

  • Lead strategy and process implementation for managing SBM's contingent workforce of approximately 1,500 contractors.• Oversee the global contingent workforce team, ensuring day-to-day management, compliance, and collaboration with cross-functional teams (Legal, Procurement, Finance, HR, IT, Data Analytics).• Built strong cross-functional relationships to align vendor services with business goals, driving satisfaction and efficiency.• Recommended and implemented process improvements, leveraging industry benchmarks for operational enhancement.• Lead cross-functional initiatives with internal and external partners to enhance vendor management systems (Fieldglass) in terms of functionality, integration, and data integrity.• Ensure adherence to guidelines, policies, processes, and legal compliance.• Oversaw onboarding and compliance processes, ensuring background checks and adherence to policies and legal standards.• Developed strategies for contingent workforce optimization, regularly generating reports on key metrics (utilization, cost, performance).• Evaluated and improved workforce programs, staying ahead of industry trends and best practices.• Define goals and a roadmap for the area, aiming to optimize processes, align initiatives with business objectives, and promote team excellence.Managed a diverse global team of 12 employees Show less