Susanna Pocostales

Reporting to the Global Director of Talent Development: As the Global Senior Talent Development Hotel Leadership, I am responsible for leading the identification, selection, and development of executive talent across North Europe, Africa, Middle East, and APAC, ensuring alignment with the company's strategic goals. My commitment lies in fostering the growth of internal leadership talent within my region of responsibility while proactively addressing external talent needs when required. Key Responsibilities: - Executive Talent Strategy: Partner with the regional leadership team to understand current and future executive talent needs, designing and implementing strategies to achieve internal coverage ratios aligned with company objectives.. - Talent Development: Oversee the career path management of high-potential leaders, including the design and coordination of tailored development programs. - Talent Review and Succession Planning: Drive outcomes from regional Talent Meetings by implementing actionable goals, developing succession plans for Key Positions, and ensuring business continuity. - Stakeholder Engagement: Maintain regular communication with the Regional Management Team to align on talent requirements and solutions, as well as with individual executives to monitor progress and implement development plans. - Performance Metrics and KPIs: Define and track talent KPIs for the region, analyze data to identify trends, and establish actionable plans to address gaps or opportunities. - Cross-Functional Collaboration: Act as a trusted advisor to senior leaders, providing insights and solutions to drive organizational effectiveness and ensure a robust pipeline of leadership talent. - Creating and Implementing global talent development programs into the region: Talent Meetings, Assessmen Centers, Mentoring Program, Coaching program, Performance Management, Feedback 180, etc....

Reporting to the Talent Branding & Acquisition Global Director, I am responsible for all the strategy of the Hotel Management recruitment processes (Internal&External) into Meliá Hotels International. My responsibilities are: • Responsible to cover the Hotel Management positions (MD, DO, Cluster GM, GM, HM & RM) worldwide (Internal and external candidates) • Be a partner with the VP's of the area to understand the needs and requirements and take the right decisions aligned with the business • Lead the internal Hotel Management discovery meetings • Lead the internal Talent committees to predict the future needs and how to cover them internally. • Overseeing and implement the Hotel Management candidate experience (advertisements, application process, communications, all process of interviews, assessments, references...) • Create talent reports to provide analysis and insights that enable informed, successful talent acquisition strategies and decisions • Predict hotel management talent needs based on business growth plans • Integrated employment branding—all designed to yield informed decision-making and higher quality candidates • Proactive research of talent profiles for current and future job openings • Design and implement an equitable and inclusive workplace - improving company culture and ensuring everyone feels like they belong and are valued • Implement online and offline employer branding activities • Measure key recruitment metrics, for monitoring performance (like source of hire and time-to-hire) • Control the billing and follow up the Talent and Acquisition department budget

Reporting to the HR Business Director, I am responsible for the external strategy of the Hotel Management positions into Meliá Hotels International. My responsibilities are: • Responsible to recruit the Hotel Executive positions (MD, DO, Cluster GM, GM, HM & RM) worldwide. • Overseeing and implement the Hotel Manager candidate experience (advertisements, application process, communications, all process of interviews, assessments, references...) • Create talent reports to provide analysis and insights that enable informed, successful talent acquisition strategies and decisions • Predict hotel management talent needs based on business growth plans • Integrated employment branding—all designed to yield informed decision-making and higher quality candidates • Proactive research of talent profiles for current and future job openings • Design and implement an equitable and inclusive workplace - improving company culture and ensuring everyone feels like they belong and are valued • Implement online and offline employer branding activities • Measure key recruitment metrics, for monitoring performance (like source of hire and time-to-hire) • Control the billing and follow up the Talent and Acquisition department budget

Provided comprehensive support to the headquarters’ flagship store, contributing to end-to-end sales operations and ensuring a high standard of customer experience. Actively supported daily sales activities, coordination of in-store processes, and alignment with corporate commercial guidelines. In parallel, collaborated closely with the HR team in the implementation and follow-up of people-related processes within the store, including onboarding support, internal procedures, and compliance with headquarters’ HR policies. Acted as a key link between store operations and head office functions, ensuring consistency, efficiency, and alignment with corporate standards.

Unipreus is a Catalan retail company, dedicated to the footwear, fashion and sports articles distribution, through three brands: Unipreus, Prilow and Wala. Reporting to HR Director, my responsabilities included: o Recruitment, Training, Development and Internal Communication.
 o Created and implemented the Competency Evaluation tool and stablished the criteria for promotions, Career Plan, Salary System and Training Plan. o Develop the talent through training and continuous personal follow up. o Lead the strategy of the internal communication trough the Intranet. o Develop and implement the recruitment standards of the sales force and the headquarter organization (interviews, curriculums evaluation, group dynamics, specific psycho-technical tests by area of activity...).

Calzedonia is a multinational retail company, distributing accessories, underwear and home wear, through three brands: Calzedonia, Intimissimi and Tezenis. Reporting to the Director of Spain and managing 4 persons, my responsibilities included: o Manage the Spanish’ HR Department in the areas of recruitment, training and development. o Creation and development of assessment tools for the company work force, based on motivation, promotions and continuous training. o Leadership of the recruitment area, applying tools (interviews, curriculum evaluation skills, dynamics selection, specific psycho-technical tests by area of activity...). o Build a middle junior management workforce with a strong analytic commercial skills focused on the growth of the stores fleet. o Lead the employees induction training to convert the junior profiles into strong professionals and create a winning team.

Ecoveritas is a catalan company dedicated to the distribution of biologic food through supermarket stores. I completely created the areas of administrative management, training, development and recruitment of the brand new HR Department. Areas of responsibility:
 o Recruitment of headquarter and stores employees.
 o Management and implementation of HR tools (Job descriptions, competencies employees evaluation, career plans, salary strategy investigation).
 o Labor negotiations with the Board of directors.
 o Design and implementing trainings. o Supervision of HR administrative department: payrolls, salaries, contracts.

Marter en Dirección RRHH