Yadira Collins

●Provided advice and guidance to key stakeholders, working closely with them to identify the most appropriate Global Mobility policy, tax rule, social security and/or immigration logic for each assignment. ●Managed the end-to-end international mobility processes for expatriates, including visa and work permit applications, destination services, and repatriation procedures. ●Collaborated with HR Business Partners and Talent Acquisition teams to facilitate international assignments, ensuring alignment with organisational goals and policies. ●Oversaw the development and execution of global mobility policies and procedures, maintaining compliance with local and international regulations. ●Implemented technology solutions to streamline mobility processes, resulting in a 20% reduction in administrative tasks and improved employee and the discovery of over-payment discrepancies. ●Acted as the primary point of contact for international employees, addressing concerns and resolving issues promptly. ●Developed relationships with external service providers, including immigration law firms, tax consultants, and relocation agencies.

•Analysed and understood HR policies, procedures and practices to give strong advice based on a high level of independent thinking to employees, line managers and the HR community to avoid potential legal implications. •Ensured agreed deliverables and service levels were achieved while analysed metrics, reports, and emerging trends and integrated these to drive continuous improvement in processes and efficiencies in an international HRSSC. •Managed ad-hoc HR end to end processes from a population of over 9000 employees located across Europe on joiners, movers, absences, transfers, leavers, redundancies, annual leave etc

•Established and maintained strong relationships with the business, hiring managers and candidates, and coordinated the end to end resourcing process (of up to 40-60 simultaneous vacancies) from collating candidates’ CVs, carrying out pre-employment checks, scheduling interviews or assessment centres, communicating with candidates on an ongoing basis and processing their final contracts. •Worked with the change management team to lead the Spanish Recruitment operations to an international HR Service Centre, while developing training material for line managers. •As a Kenexa Brassring SuperUser, created guides and delivered training to ensure recruitment advisors were equipped with the skills and knowledge required to deliver brilliant candidate experience; and partnered with members of the HRIS team to deliver workshops to external organisations about Recruitment processes.

• Evaluated the effectiveness of the performance management process by carrying out employees’ attitudes surveys, management meetings, and observations of HR best practices; to develop suitable recommendations that improve the process. • Identified inaccuracy of information between HR policies and procedures and AMEC’s Integrated Management System, developed a report with recommendations and interfaces to improve its functionality which was presented to senior management.

CIPD Qualified