Isabella Cabrini

Responsible for the entire process structuring and the hiring of a new team. Additionally, I oversaw daily activities and various improvements within the hotel. As the sole administrative manager, I accepted the challenge of managing all internal processes related to the staff.

As a consultant at Hays, I led strategic projects across diverse industries such as finance, agribusiness, banking, healthcare, software development, retail, oil and gas, energy, and construction. This experience provided in-depth insights into various industry challenges, fostering expertise in innovative problem-solving. Notably, I successfully managed an executive recruitment process for a significant banking IPO, involving strategic skills, market knowledge, and meeting specific client needs. I oversaw the process from defining positions to final selection, presenting comprehensive insights and recommendations to the client. Another milestone involved designing and implementing trainee programs for energy sector companies. This encompassed understanding organizational needs, setting program requirements, and recruiting promising talent to shape their futures. Additionally, I excelled in managing international recruitment projects, collaborating with companies across Germany, France, Spain, Portugal, Italy, and the United States. Leveraging online connectivity, I conducted global recruitment, ensuring close client collaboration at every stage. These experiences honed my adaptability and leadership in complex business scenarios, emphasizing my commitment to excellence and delivering exceptional results in all endeavors.

As a Human Resources consultant at Hotel Fasano, my role encompassed pivotal areas, including recruitment, personnel administration, benefits management, and internal communication, covering the entire employee lifecycle, from their integration into the team to their development and potential separations. In the realm of recruitment, I was tasked with implementing effective strategies to identify and attract talent, ensuring that teams were adequately equipped with skilled professionals. This process involved conducting interviews, assessing candidates, and selecting the most suitable individuals for the available positions. Furthermore, I operated within the personnel department, ensuring benefits administration and tending to the needs and concerns of the employees. This encompassed ensuring compliance with labor regulations, validating payroll, benefits, and internal policies. One significant challenge I faced was reducing the turnover rate. To overcome this challenge, I developed and executed strategic plans aimed at increasing talent retention. This included in-depth analyses of turnover causes, implementation of career development programs, and enhancements to recognition and reward policies.

In the exercise of my duties as a human resources analyst, I assumed full responsibility for managing the demand in the hotel's recruitment and selection sector. This involved overseeing the entire hiring process during high-demand periods, both through direct hiring by the hotel and in collaboration with third-party companies. Additionally, I was tasked with supervising contract closures and providing necessary support in specific situations related to service recruitment. I was responsible for conducting and coordinating all screenings conducted weekly for the community, offering opportunities to individuals actively seeking employment. This process involved conducting interviews and evaluating profiles for potential job opportunities. Furthermore, I was responsible for organizing and archiving the entire resume database, thereby creating a repository for future opportunities. I also led turnover control strategies, achieving and surpassing all established goals for Marriott's vacancy fulfillment time. This key metric establishes an estimated period to fill open positions. Additionally, in line with the company's guidelines, I prioritized promotion and job transfer opportunities for current employees, enabling the development of their careers. Before the pandemic, I had the privilege of promoting or transferring approximately 25 Marriott employees to roles with greater responsibility, thus fulfilling the company's established goals.

During the transition from Sofitel to Fairmont, I fully led the comprehensive mass recruitment process. This process resulted in hiring a total of 325 permanent employees, 50 interns, and 15 young apprentices. Coordinating the selection in groups of 60 people and conducting multiple induction sessions, I ensured an efficient integration of new employees into the company. I provided detailed reports to the HR department and the training and development sector, ensuring a smooth onboarding of new team members. In addition to the mentioned responsibilities, I took on the management of internal festivities, including events such as the opening ceremony and the monthly birthday celebrations. I was also in charge of the continuous update of internal communication and overseeing the payments related to the expenses of the human resources department.

My role involved a comprehensive approach in the recruitment and selection process, beginning with the precise alignment of the necessary profile for the specific position. I developed meticulous search strategies, applying thorough screening to identify the most suitable profiles, while conducting a detailed market mapping to better understand the available talent landscape. I conducted interviews focusing on competencies, ensuring not only the identification of skills and knowledge but also the cultural and behavioral fit of the candidates, thereby ensuring the effective achievement of established goals. My scope of responsibilities included not only search and selection but also managing the entire candidate acquisition process up to the actual hiring. This involved dealing with necessary documentation, conducting relevant checks, and taking care of precise and organized data organization and archiving. Additionally, I maintained constant interaction with the HR department, closely collaborating with the training and development teams, ensuring a smooth transition between the recruitment phase and the integration of new employees into the company.