Carlos Enrique Escobar

Responsable de liderar la estrategia integral de gestión del talento humano en la empresa con el índice de crecimiento más destacado del sector alimentos en Guatemala, alineando los objetivos corporativos con el desarrollo, retención y atracción de personal de alto desempeño. Dirijo y superviso todos los procesos de Recursos Humanos, desde la planificación de la fuerza laboral hasta la implementación de metodologías ágiles y el uso estratégico de datos para la toma de decisiones. Mi labor garantiza que el equipo humano sea el motor que sostiene y potencia la posición de la compañía como líder indiscutible en la industria.

Human Resources Director responsible for overseeing the complete hiring process, including attracting, assessing, and recruiting top-tier talent to meet the company's immediate needs and long-term strategic objectives. The Human Resources Director fosters a positive and inclusive workplace culture by skillfully managing employment relations, addressing concerns, and resolving conflicts in a fair and equitable manner, contributing to enhance employee engagement and retention rates.

The Talent Acquisition Manager is responsible for overseeing the day-to-day management of four key areas within the recruitment team in Guatemala: sourcing, tele-recruitment, selection, and incorporation. This role is pivotal in achieving internal department metrics and ensuring the satisfaction of both internal and external clients with regards to the agent Recruitment & Selection process. The Talent Acquisition Manager is tasked with supervising the implementation and standardization of the recruitment process to effectively fulfill company objectives through the Selection and Recruitment Coordinators. Responsibilities encompass, but are not limited to: • Supervising the entire recruitment process, from candidate recruitment to the start date of their training. • Monitoring the attainment of all Recruitment KPIs, including but not limited to: Fill in rate, Cost per hire, Hiring Source Efficiency, Offer acceptance rate, Recruitment E-Sat, and New Hire Success. • Formulating and executing the annual Recruitment local budget. • Overseeing the efficiency of the Recruitment process, staff ratio, and recruitment expenses. • Providing consultative, problem-solving support for challenging staffing needs, while offering insights on market trends, salaries, and strategies. • Gathering and reporting local data for the monthly Business Intelligence report, prepared by R&S Business Intelligence, and implementing improvement actions based on the findings.

Sourcing: • Supervise the tasks of the Community Managers (PR, social media, graphic design, and content creation). • Design social media strategies to ensure staffing needs are adequately addressed. • Align social media strategies with peak and off-peak seasons to enhance return rates' efficiency. • Oversee sourcing executives and lead follow-up efforts. • Source passive candidates for potential roles. • Schedule and plan events, job fairs, and press releases. • Create and analyze sourcing data. Recruitment: • Develop recruitment goals and objectives. • Formulate a sustainable mass recruitment strategy based on goals and needs. • Manage communication guidelines to be shared with candidates, ensuring compliance throughout the hiring process. • Coordinate the evaluation stages to assess English proficiency (both written and spoken). • Prepare daily, weekly, and monthly reports detailing completed and ongoing tasks. • Create rosters to enroll qualified candidates. • Verify attendance and supervise candidates who are absent, marked as No Call No Show (NC NS), or have dropped out. Maintain retention follow-up. • Provide supervision for trainee development. • Oversee record-keeping and data management.

The role of Recruitment Coordinator maintained a primary focus on streamlining the progression of candidates throughout the recruitment process. The pivotal responsibility was to establish a robust connection between the company and potential job candidates, functioning as the crucial liaison. Effectively supervising a proficient team comprising sourcing specialists, recruiters, front desk personnel, and testing specialists, ensuring the harmonious operation of the recruitment process. Demonstrating refined communication skills, they embodied the responsibility of "voice" of the organization's employer brand as the Recruitment Coordinator. Utilizing Applicant Tracking Databases to diligently track the advancement of candidates within the recruitment pipeline. The Recruitment Coordinator had to supervise the tasks of the department under a profound comprehension of candidate management and technical recruitment tools. The final contribution was in connecting exceptional talent with the organization's rewarding career opportunities.

Senior executive responsible for leading the staffing efforts of the company and building a strong workforce that adds to the company’s front line. Accountable of having deep understanding of the organization and its staffing needs, find potential candidates in both internal and external sourcing methods, screen candidates, and recommend them for placement.

Responsible for facilitating employee relations and resolving human resource issues on behalf of the company. The job required to deal with everything related to employee and management relations and work to help employees and management understand each other.

The Master's degree in Psychology of Work and Organizational Well-Being focuses on understanding workplace dynamics, enhancing employee satisfaction, and improving organizational performance. It covers topics such as organizational behavior, leadership, employee motivation, mental health at work, and strategies for fostering a positive and productive work environment.

Faculty of Human Sciences, Psychology School.

EMERGING LEADERS IN THE AMERICAS PROGRAM. Department of Psychology, exchange student. Charlottetown Campus, PEI. Canada.