Experience

• 

  Pepsico

  May 2016 - Nov 2020

  Design and implement compensation strategies in operations through systems and processes to ensure business continuity. Ensure the competitiveness of the compensation and benefits of the positions in operations through the coordination of market surveys-Preparation of the AOP 2019 design-Development and advice to the HRBP of proposals of total compensation forinternal and external personnel, as well as direction in subjects of total reward-Coordinates and implements annual processes (focal point, bonuses,incentives, salary planner) of the company-Creation of new variable payment models based on analysis vs . market forPlants, Freight, Whs and Sales Show less Leader in cultural transformation and responsible of guarantee zero loss time by ensuring the necessary personnel for the 16 automatic production lines. Management and control of the compensation of the Collective Contract ensuring the correct labor climat e through new strategies, continuous improvement and innovation that guarantee a flexibility in the operation’s needs. Service to 1200 unionized employees.-Assuring the correct change management by zero loss time in production linesduring installation of automatic case packer, automated guided vehicle(AGVs), automated palletizing system and truck loading system-Creation of new structure and arrangement of the automatic case packerpersonnel-Change in stepped scheme for 3 production lines a nd opening support andvolume increase for the new production lines-Assuring committed savings through strategies of control and decrease of theexpense, reduction of 26% in payroll of MOD and MOH cost-Execution of 3 SCT projects. Show less Responsible to maintain a healthy work environment to ensure the proper functioning ofthe 130 employees. Enable and empower the staff of the business unit, through trainingand certification plans that meet the needs o f the business.Implementation of a healthy mix balance model of FL (70%Plants and 30% Os), according to the new automatic productionlinesEliminated the CPP's affectations due to lack of people, through aweekly accommodation process, optimization and accommodationof the authorized HC, minimizing absenteeism, and turnover bydeveloping new strategies. (Reduction turnover 45% andabsenteeism 29%)Develop and innovate In & Out programs to maintain energy andmotivation towards the model, assuring 19 pts vs 2017 in Pulsosurvey Show less

  • Total Rewards Sr Analyst

    Feb 2019 - Nov 2020

  • Recursos humanos

    May 2017 - Jan 2019

  • Recursos humanos

    May 2016 - Apr 2017
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  Mercado libre

  Nov 2020 - now

  • HRBP Specialist

    Aug 2022 - now

  • Rewards Supervisor

    Nov 2020 - Mar 2023