HR Coordinator at Koombea (2022-05 – Present)
Strategic HR Business Partner for a fully remote technology company, serving on the Operations Leadership Committee and advising leaders on talent decisions.
- Align HR strategies with business objectives, providing data-driven recommendations to leaders and managers.
- Lead key talent acquisition, onboarding, development, and succession planning processes tailored to remote environments.
- Design and implement engagement, retention, and recognition programs aligned with organizational objectives.
- Gestionar mecanismos de escucha organizacional (encuestas, focus groups, entrevistas de salida) y tradujo hallazgos en planes de acción.
- Design and lead the company's internal communication strategy.
- Manage total compensation and benefits programs ensuring market competitiveness and budget accountability.
- Redesign the Consider Pipeline to align with actual business needs using historical hiring data, optimizing the effectiveness of the selection process.
- Reduce time-to-hire for critical roles from over 60 days to under 2 weeks, directly improving operational agility.
- Create and implement the CODE continuous feedback program, strengthening a culture of development and ongoing feedback.
- Implement the eNPS assessment and Employee Wellbeing survey, establishing formal employee listening metrics.
Human Resources Business Partner at Sutherland (2021-03 – 2022-05)
HRBP responsible for the full HR strategy and operations for 1,500+ employees across three business accounts, ensuring effective talent management, employee relations, and compliance.
- Advise the business on talent, organizational decisions, and people management, balancing labor law with a commercial mindset.
- Develop annual engagement plans with account leaders, based on employee survey results.
- Conduct focus groups and action plans to improve employee satisfaction.
- Design succession plans and career paths for employees.
- Investigar casos de ética y ejecutó procesos disciplinarios asegurando cumplimiento legal.
- Support the company in the effective management of organizational change processes.
- Lead full HR strategy and operations for 1,500+ employees across three business accounts, ensuring effective workforce management, employee relations, compliance, and alignment with organizational goals.
- Drive retention and performance improvement initiatives by analyzing attrition and absenteeism trends, partnering with Account Managers on targeted action plans that strengthened employee satisfaction and operational metrics.
- Strengthen employee relations and organizational communication by leading huddles and focus groups across all levels, managing disciplinary processes and PIPs to ensure fair and consistent practices.
Directora de Recursos Humanos at Fintra S.A. (2018-04 – 2020-07)
Lead the Human Resources department for three group companies (Fintra S.A., Selectrik S.A.S., and Geotech S.A.), managing a team of 10 people.
- Prepare, execute, and oversee HR policies and procedures for three companies simultaneously.
- Structure and supervise compensation and benefits administration in line with market conditions and budget.
- Lead the Health, Safety & Environment (HSE) system in coordination with coordinators and inspectors.
- Develop incentive programs for talent acquisition and retention.
- Develop the authority delegation matrix for all three group companies.
- Lead the 2017–2018 payroll cost center and accounting account reclassification project.
- Create a monthly HR dashboard to track key indicators across all three companies.
- Manage critical cases involving employees with medical restrictions / health protections preventing contract termination; successfully resolved and offboarded.
- Ensure 100% compliance with disciplinary procedures within established timelines, achieving zero subsequent litigation.
- Lead the transition to part-time schedules and temporary leaves of absence during the peak of COVID-19 crisis, achieving an estimated ~45% reduction in monthly payroll costs.
Human Resources Senior Analyst at Cummins Norte de Colombia (2013-05 – 2018-01)
Manage HR needs and the strategic talent plan for operations in northern Colombia and Bogotá.
- Administer benefits programs and analyze compensation processes in coordination with shared services and corporate HR.
- Coordinate the identification of training needs and performance management through the OnTrack system.
- Manage recruitment and hiring processes, including SENA apprenticeship quota compliance.
- Support local climate surveys and global engagement surveys to identify turnover drivers and improvement opportunities.
- Raise Cummins mandatory training completion rate from 50% to 98%.
- Design and implement the technician recategorization process.
- Implement life insurance and medical insurance benefits for employees.
- Lead the internal equity project and the overtime control automation project.
- Serve as part of the strategic team in the collective bargaining agreement negotiation.
Recruitment Coordinator at Triple A S.A. E.S.P. (2012-04 – 2013-05)
- Coordinate recruitment processes for direct staff, contractors, interns, and SENA apprentices.
- Desarrollar estrategias de reclutamiento y coordinó entrevistas técnicas, estudios de seguridad y exámenes médicos.
- Administrar registros de candidatos e ingresos en sistema Kactus y ejecutó evaluaciones de periodo de prueba.
- Coordinate internal competitions, transfer processes, and job fairs.
HR Analyst – Learning & Organizational Development at Triple A S.A. E.S.P. (2010-02 – 2012-04)
- Lead workshops to identify competencies and create development plans by area.
- Coordinate and monitor the performance management process and individual development plans.
- Administer quality management systems ISO 9000, SySO, and OHSAS for HR processes.
- Conceptually develop the corporate values internalization campaign and its 5 sustaining programs.
- Create and launch the INNOVA innovation program, achieving participation of 15 innovative projects.
- Update 100% of the company's job descriptions.
- Secure approval of a salary leveling plan for operational staff.
- Align the performance management model with the company's corporate values.
