Nathália H.

HR Business Partner supporting executive and management teams across Technology and Product. • Aligning people strategy with business goals to drive performance, growth, and impact. • Providing strategic guidance to leaders on key areas such as performance management, career development, succession planning, internal mobility, and employee recognition. • Leading initiatives focused on culture, engagement, employee experience, and leadership development. • Leveraging people analytics to deliver actionable insights that support data-driven decisions. • Defining and tracking HR metrics, and building targeted action plans based on data analysis and organizational needs.

Clinical Psychologist with a Psychoanalytic Approach. Online and in-person sessions. E-mail: nathaliahilario.psicologa@gmail.com

• HRBP Tech; • Coaching and development of leaders: supporting the analysis and construction of team and personnel scenarios; • Deployment of people processes and policies: (promotions, demobilizations, onboarding, action plans, ramp-up of new teams, among others); • Predictive risk analysis for people; • Mapping internal client needs, proposing actions for continuous improvement in people management and processes (PDCA and routines for people discussions); • End-to-end employee journey monitoring: Onboarding, Acculturation, Inclusion, Career Process, PDI Development, and Offboarding; • Talent mapping, partnering with leadership in development planning, retention, and succession planning; • Supporting leadership in People processes and directing strategic actions focused on climate, culture, engagement, and talent development; • Analysis and monitoring of KPIs/OKRs that impact business results (PowerBI); • Sponsor of programs such as Next Gen 22 and Bootcamp for People with Disabilities at GU; • Experience in the M&A process.

Responsible for recruitment and selection at the São Carlos plant (1500 employees), from the alignment process with the vacancy owner, monitoring via Notes system, issuing reports for KPI management, candidate sourcing to document collection. Support in the creation and implementation of strategic plans, business analysis, seeking and suggesting opportunities for improvement, and problem-solving with a focus on talent retention. Support to internal clients with the primary goal of ensuring HR practices and policies are followed. Responsible for onboarding new employees and experience evaluation. Strong involvement in managing the hiring of individuals with disabilities (PcD) quota. Participation in the development of continuous improvement projects based on agile methodologies such as Scrum and people analytics.

Business Partner responsible for 21 stores in the countryside of São Paulo state. Supported the creation and implementation of strategic plans, business analysis, identification and suggestion of improvement opportunities, and problem resolution. Provided comprehensive support to stores, ensuring the adherence to HR practices and policies. Monitored projects, area indicators, and quality programs such as: mystery shopper, welcome program, competency evaluation, and customer delight stories. Managed the onboarding of new employees, organized internal events, and controlled the quota for young apprentices and individuals with disabilities (PcD). Assisted in recruitment and selection, and oversaw the process for opening new stores in the region (selection, hiring, training, and inauguration).

Responsible for the People pillar in the IOS (Operational Intelligence Sapore) Department and the Human Resources Department. Business Partner role. Responsibilities: Managed processes from hiring to termination, screenings, participated in large-scale recruitment and selection processes, and assisted in the opening of new units. Conducted climate and satisfaction surveys, and tabulated results. Gathered indicators, provided training for all employees, including managerial positions, based on demand: customer service, motivation, leadership, among others. Focused on talent retention, offered support and guidance to management regarding any sector-related queries. Held meetings with coordination as needed. Oversaw interns and their processes across Brazil (1,100 units).

People Management Department Position: Human Resources Analyst, responsible for 23 units in the countryside of São Paulo. Operating in a Business Partner model. Responsibilities: Managed the entire recruitment process from job posting in public agencies, screening, interviewing, and recruiting candidates from operational to managerial levels. Conducted new employee onboarding, administered, scored, and delivered reports for psychological tests (palographic and Quati), and performed exit interviews along with hiring and termination processes. Participated in setting targets and conducting large-scale recruitments for a candidate database. Conducted satisfaction surveys with all unit employees, and performed individual analyses on the delivery of PPEs and job satisfaction. Provided training for all employees based on demand: customer service, motivation, leadership, among others. Held meetings with contacts, participated in, and monitored the opening of new units. Focused on talent retention, assisted with scheduling, requested MP and RP, vacation planning, and used the ADP system, among other tasks. Offered support and guidance to management regarding any sector-related queries, such as personnel movements, transportation requests, bonuses, employee schedules, time banks, among others. Maintained weekly results spreadsheets and job openings.

Minha Casa Minha Vida Project in Serrana - SP. Mohas (Non-Profit Organization). Social Housing. Conducted group dynamics and lectures with future residents, participated in the execution of the social project from sending letters to selected residents to organizing their documents, identifying interest in courses, and surveying educational needs, among other tasks. Target audience: young adults and low-income families. Contractual: Project duration.

Initial interviews, individual sessions with adolescents and adults. Conducted group dynamics weekly. Focused on guidance and reeducation of patients, and behavioral improvements to help change habits and thought patterns. Provided parallel support to their families, aiming to guide them away from co-dependency on the admitted individuals. Conducted dynamics and lectures for the families.

Pró Moradia Project. Oliver Company in partnership with the Rio Claro City Hall. Conducted group dynamics and lectures with future residents, participated in the execution of the social project from sending letters to selected residents to organizing their documents, identifying interest in courses, and surveying educational needs, among other tasks. Target audience: young adults and low-income families. Contractual: House lottery period.