María Florencia Filippi Locatelli

Adept at developing and implementing HR strategies aligned with business objectives to attract, retain, and develop top talent. Skilled in employee relations, performance management, talent acquisition, and organizational development. Demonstrated success in creating a positive and inclusive workplace culture, fostering employee engagement, and driving HR initiatives that contribute to overall business success. Strong interpersonal and communication skills, with a focus on building effective relationships at all levels of the organization. Committed to staying abreast of industry trends and best practices to drive continuous improvement in HR processes.

• Key Accountabilities:
  -Strategic work with organization executive management/employees to improve working relationships, build engagement, increase productivity, be more competitive, attract and retain talent.
  -Act as a principal point of contact for assigned Plants (MH & PWT) and handle employee and leaders concerns and doubts, being a trust advisor and agile executor.
  -Promote a positive working relationship with the Union representatives.
  -Coach and work closely Line Managers for ensure the correct treatment of HR/LR issues.
  -Promote and assist with initiatives that impact favourably on labor costs.
  -Selection process - assessment centre. On-boarding and off-boarding of employees. Coordinate and assist with the induction program for new hires.
  -Performance: Support building high performing teams. Action plans for employee’s low performance. Management of absenteeism. Ensure effective accomplishment of Company Codes of Conduct, corrective actions. - Process of layoffs.
  -Coordinate the HR/LR BPD and KPI process and reports for MH and PWT Plants.
  -Consult with Line Managers, Coordinators and team leaders, provide guidance on business unit, specifically: job design, workforce, transfers, employee terminations, labor laws and collective agreements, policy of HR and LR.
  -Identify training and leadership development needs for assigned business as a systemic strategy. Instructor of courses/training relating to the area.
  -Act as a key contributor and change agent in the transformation of HR and the traditional field role to one that is more strategic.
  -Ensure the correct application of the standards stipulated in the collective agreement and labor laws