Eder Garrido

As a Regional HR Business Partner, I lead the development and execution of HR strategies across the Americas for top executives and senior leaders, supporting a diverse client portfolio mainly for Amazon and other multinational corporations (Porsche, Nintendo, FedEx, SC Johnson, Warner, Scotiabank). I work closely with local HR teams to implement plans, align regional initiatives, and support organizational growth, talent development, and cultural integration for over 350 employees across US, Canada, Mexico, Brazil, Colombia, Argentina, and Chile. - Partner with top executive leadership to continuously align HR strategies with regional business objectives, fostering ownership and a customer-focused culture. - Manage talent acquisition, onboarding, and development initiatives across multiple countries, emphasizing the importance of hiring and nurturing high performers. - Lead the design and implementation of regional training and leadership programs to promote ongoing innovation and growth. - Support performance management processes to ensure high standards, quick decision-making, and proactive action. - Orchestrate employee engagement and culture initiatives, including analysis and regional activities, to strengthen inclusivity and a service-oriented environment. - Ensure HR policies comply with local labor laws while maintaining operational excellence and integrity. - Drive D&I initiatives through awareness campaigns and monitoring efforts, cultivating a culture of fairness and belonging. - Analyze HR data across regions to generate insights that support strategic, data-driven decision-making. - Lead the planning, orchestration, and management of organizational change and talent mobility initiatives across the region, ensuring strategic alignment and scalable growth. - Drive the design and execution of regional strategies for talent development and internal mobility, actively managing initiatives that enhance innovation and organizational agility.

• Orchestrate comprehensive HR strategies aligned with organizational goals, driving business success. • Lead the development and implementation of mission-critical policies and procedures, ensuring compliance and efficiency across the Group. • Spearhead the establishment of a vibrant organizational culture and conducive work environment, fostering employee engagement and retention. • Pioneer a revamped selection and onboarding process, enhancing talent acquisition and integration. • Conceptualize and execute dynamic training programs, encompassing both virtual and on-site modules, to upskill employees and drive performance excellence. • Conduct thorough salary reviews and devise structured pay scales, ensuring competitiveness and equity within the organization. • Proactively manage internal labor conflicts and foster positive labor relations, promoting a harmonious workplace environment. • Craft and implement comprehensive leadership programs, coupled with robust performance evaluations, known as "Racing Life," to nurture talent and drive leadership excellence.

Projects • Led the "Analytics P&O project" to showcase real-time reports of HR indicators using the Power BI platform. • Implemented the corporate "360 communications project”, including a 200k budget for the real-time television channel. • Managed a 2.5M USD office remodeling project, staying within budget and earning recognition as one of the best places to work in 2019. Organizational Development, Work Enviroment & DEI • Pioneered the implementation of the first wellness program (#Sentirte Bien), focusing on improving emotional, psychological, and physical well-being of team members. • Implemented "Organization's 2021 goals evaluation program" and revamped Organizational Culture program incorporating new values and success stories. • Developed and executed the first Diversity, Equity & Inclusion (D,E&I) strategy for the Organization in 2021, based on the first DE&I survey (2019). • Achieved a 50th place ranking and an 89% participation rate in the 2017 GPTW survey. • Successfully led the 2012 Trainees program, resulting in the hiring of 21 positions for the company and achieving the 6th place in the "Young People's Dreams Company - 2012" ranking. • Standardized and disclosed the first version of the company's Code of Conduct. Organizational Communication • Achieved a 92% overall approval rating in the 2021 Global Organizational Communication survey. • Crafted and executed an internal communication plan, featuring the creation of an intranet, bulletin boards, business emails, newsletters, and an internal TV channel. Safety and Volunteer Initiatives • Responsible for the Civil Protection brigades and Internal Civil Protection Plan for corporate offices. • Led "Los Chelos" team to secure 3rd place globally in the 2018 Volunteer Program and was selected as the local face of the program in Mexico. Events • Successfully organized sports events, family events, and end-of-the-year events (5M mxn) with high participation rates and successful outcomes (+1200 people).

• Facilitated the execution of the UNILEVER MEXICO HRBP & LR, winning the "Reconociendo-T Formal 2010" award for creating a "Best National Practice" on a people development process. • Led the development of an Internal Talent Development program, reducing employee leave demands, and successfully restructuring the "ONE team" and starting a new union recruiting program. • Built and implemented the “Comisión Vial” process (deviations to vehicular processes). Recovering 23% of the total deductibles paid by UL. • Became part of the “Trainees 2010” Recruitment team. Winning the internal contest of the program.

• Created and implemented the Internal Work Regulations for the Mexican offices. • I obtained the 1st global place as "people committed to processes" in the evaluation and generation of objectives '07 and '08. • Coordinated and created a training system (external) by profile and leadership level. • Created and standardized recruitment and selection processes (profiles, interviews, check list, times, etc.). • Negotiated external low-cost employee benefit programs.

• I implemented a new experiential induction course, reducing training from 16 to 8 hours for new associates. • Negotiated according to low company guidelines for restructuring and store closings.