Betsy Perez

Dirigir del proceso de Recursos Humanos, Clima organizacional, Bienestar, Desarrollo Organizacional y Change Management.

o Lead the diagnostic implementation to identify an action plan for culture change and improve the environment o Implement local and corporate HR policies, procedures, and regulations o Coordinate the code of conduct, communication, and continuous improvement processes o Lead the HR audit process for each client

+ Work collaboratively with the Corporate HR to identify and implementa the best strategics, practices and process to attract, onboard, develop, engage, and retain the best talent + Consult and coordinate with all levels of management on the performance management process and all facets of salary administration. + Implement a new staff structure in accordance with corporate guidelines, reducing staff by 5%. + Applies business Knowledge and Entrerprise goals into strategics activities, executes strategies and methods in alignment with ecterprise goals and HR practies

•Headed the change management process, creating a culture of resilience, a high-performance team and agile response, among other key initiatives, for the leaders of the Northern Region, which resulted in aligning business results and improving the work environment in a period of two years. •Successfully implemented succession planning, organizational design and restructuring processes, obtaining a talent pool for critical positions, achieving global objectives. •Led the general administration of human resources to achieve a culture of commitment and conduct through the values of the organization, reaching the objectives according to the quarterly measurement of the eNPS, both commercial and employees in a period of 2 years • Led the negotiation of the collective bargaining agreement with the petrochemical union, enhancing workforce commitment and productivity. The negotiation resulted in the removal of two clauses and a 10% contract cost reduction

+Developed and executed a culture change process during the first two years, aligning profiles, performance processes, and communication based on the measurement of continuous improvement indicators. +Received and improved the payroll process that was part of the Finance area and created a Compensation and Benefits program that included supermarket tickets, health insurance for employees' families, salary levelling, significantly improving the work environment and reducing turnover +Placed the Company in ranking number 68 of Great Place to Work Survey 2021

•°Developed the acquisition and measurement strategy and implemented job profiles for key positions, achieving a 5% reduction in turnover. •Implemented KPIs that led to align the HR planning with the business strategic goals, improving results •Executed and Negotiated of the collective contract with union (CTC) and implementing a recognition program for operational personnel

•Developed the "Competence Model", according to the vision of the organization, integrating new soft skills (teamwork, results orientation, strategic thinking, etc.), for the 800 employees, which resulted in successfully improving business service. •Developed and implemented the Talent Management program, calibrating and monitoring the program in the six countries, identifying the key personnel and promoting staff growth

•Led the restructuring of the human resources team in the northern zone according to the new global vision and in accordance with local alignment •Implemented human resources processes in accordance with regional and commercial guidelines, improving service in 30% •Lead the change management process of the acquired plant (SudChemical) in line with the commercial strategy, improving business results by 10% in two years.

Creation of the competency model (recruitment, selection, training, development, performance) Management of culture change, balance processes and working life, structure analysis and organizational development for a population of 2800 employees •Successful creation of Bank values for all staff in accordance with the new vision of the Bank •Developed the "Competence Model", according to the vision of the organization, integrating new soft skills (teamwork, results orientation, strategic thinking, etc.), for the 2800 employees, which resulted in successfully improving business service. •Successful development of tactical projects such as: Skills Recognition Program, Skills Development Guide, Performance Management System with Annual Performance Bonus and Talent and Succession Committees and 360° Evaluation and Development Plans. •Participate in the implementation process of the new PeopleSoft system at the Bank with the goal of saving time, transparency in performance modules, succession and development.

•Successful coordination of the integration of Resistol according to the organization's vision, implementing the talent training process, induction program, team building, Henkel's 360 model, staff evaluation and development plans. •Successful coordination of the change management structure process, continuous improvement of the company. •Execution of the recruitment process and selection of key positions in the company to achieve business sustainability in the company

• Recruitment and selection of managerial and administrative positions, attendance at fairs, job boards. •Detection of staff training needs and implementation of the training program for staff

Recursos Humanos en General

Actualización en temas de Recursos Humanos

Forme una proyecto de emprendedor, creamos en 1998, un producto innovador en el mercado, desde el diseño, análisis financiero, evaluación de mercado, costos y retrono de inversión.

Graduated top of class with a 90% scholarship