Renata M.

SNET is a fully remote IT software development and others IT products based on Artificial Intelligence built on the Blockchain. The company is registered in Netherlands with about 250 contractors based globally. Currently I am looking after 3 start-ups spun off from SNET. With a team of 5 people reporting to me, I am responsible for deliver the strategy and deliverables for overall HR and Finance Functions. Built strategic people function from scratch for a decentralized autonomous organization (DAO) building AI solutions driven by blockchain technology. Key accomplishments include standardizing processes across DAO entities: hiring, invoicing, employee relations, ensuring compliance with tax & labour laws with distributed teams and growing a culture to build community with colleagues based all over the world. HR automation for decentralized organizations is not yet mature, so I had to develop a suite of ad-hoc tooling in-house for tasks like crypto invoicing, payment reconciliation and cost control across entities. I am also very good with coding and automation limited to my expertise. In one year, savings of 2M based on hiring, process automation and finance strategies.

IT outsourcing company. Managing the overall HR functions for Infosys in Ireland. This included contract management, payroll processing, end-to-end recruitment, handling the visa sponsorship process for candidates, local implementation of the overall employee engagement program and liaising with counterparts in the UK and India to drive a consistent people-management strategy.

LeasePlan IS is a software development, IT Services Management and Infrastructure Management company based in Dublin with 160 employees, looking after remote international team based in 9 different countries. As a Senior HR Business Partner, I manage 3 people in the HR Department with a focus on Recruitment, HR operations and communications and Office and Facility Management. Responsible for day-to-day HR functions such as owning the recruitment process, prioritising employee engagement, events & initiatives, benefits management, liaising with finance for payroll processing and running disciplinary and grievance procedures. Strategic responsibilities included forecasting, payroll, benefits, collaboration with executive team to deliver multi-year HR initiatives, coaching and support for line managers. I was also at the centre of a strategic migration from several legacy HR tools to Workday.

Part of a team of 5 Recruiters with high volume of tasks daily. Deliver end to end recruitment process to including: Experience with Employment Law. Deadline Driven: Strict deliverables across multiple roles and deadlines. Deliver on cost efficiencies. Highly organized and efficient: Process digitalization and standardization Excellent communication skills across multiple stakeholders

company, ranging from business development, candidate sourcing to strategic planning. Primarily focused on placing candidates for the Irish domestic market in the IT and hospitality sectors. Developed a large network of engineering contacts to fill hard to place technical roles. Led an increase in placements in the multilingual and IT department. Dealing with 150 - 200 multilingual open positions per month, managing the multilingual area increasing the sales with a team of 3 people.

Early hire at a new spin-off inside John Deere. Built HR and recruitment functions from the ground up, saving around 1 million R$ moving the entire recruitment process on site. More than 500 employees hired for all areas from junior up to director level. Many day-to-day and strategic HR responsibilities including hiring, performance management, disciplinary & grievance procedures, planning, forecasting, university liaison and union negotiation. ● Dealing with end to end recruitment process managing budget, job approvals, job descriptions. ● Managing and developing on-board training and job specific training plan. Input the new employee on the annual training Matrix for technical, behavioral and compliance trainings plans. Overseeing training schedules and preparation to be delivered on-site or external, developing suppliers when its need. KPI records, maintenance and report. ● Dealing with day to day HR queries from employees and management. Providing strategic HR support and coaching to the Leadership team with specific emphasis on influencing improving performance management, workforce planning, employee engagement and talent management. Implemented recruitment and selection processes, organisation restructure and embedded the HR strategy. ● Developing, implementing and updating HR policies and procedures in line with the HR Strategies ensuring compliance with relevant statutory legislation and industry best practice. ● Managing Payroll ● Carry out investigations, disciplinary and grievance procedures as needed. ● Responsible for HR overall reports. ● HR budgeting, forecasting, resource planning and control. ● Supporting the Senior Management Team, advising to Managers and staff on new legislation and HR Practices. ● Involved in union negotiations in relation to pay, conditions and redundancy payments. ● Part of Senior Leadership team – supporting the Senior Leadership team in driving employee strategy, managing change and ensuring succession planning.

Managing entire employee lifecycle including but not limited to recruitment, onboarding, provision of benefits, reward, training, payroll, and all HR support for 3000 employees with 10% of turnover per month. Had a special focus on forecasting, budget, and cost saving. Managing a team of 10 people in HR and 12 in recruitment.  Recruitment & Selection  Training & Development  Performance Management  Change Management  Payroll  Reward  Benefits  Labor Relations  Internal Communications.  HR Administrator in general

Supervising recruitment for a company with very seasonal headcount changes. In 1 year over 1000 new positions were filled for all areas and levels. Assisted with implementation of on-the-job training. Reporting to HR Director, managing HR and recruitment with a team of 6 people. Supervising all HR subsystems, working in a strategic and fast paced environment.  Recruitment & Selection;  Training & Development;  Performance Management  Change Management  Payroll  Reward;  Benefits;  Labor Relations;  Internal Communication;  Social Responsibility;  Programs corporative;  Development and Control Bugdet for all subsystems operated.

Earlier stage hired, II was responsible for developing and maintaining best practice across many HR activities. I was involved in helping build a new HR function after a reorganization due to the partial sale of the company. Implementation of onsite training and post-graduation to attend a demand to skill-up the tech employees.  Recruitment & Selection  Training & Development  Performance Management  Change Management  Payroll  Reward  Benefits  Labor Relations  Internal Communications.  HR Administration in general  Diversity, Social Responsibility programs  Budget control