Victoria Mandrini

SN VICTORIA MANDRINI Talent Professional • IT Specialist -WWW.LINKEDIN.COM/IN/VICTORIAMANDRINIHR/ BRIEF MBA oriented in Human Capital Management, working in Talent Acquisition for more than 10 years. Focused on attraction, development, and retention processes, have worked the past 6 years in the IT industry. Today, linked to the world of Artificial Intelligence, Machine and Deep Learning. I have experience in how to manage, build, and maintain highperformance teams, in the era of digitalization, automation, and remote work, always overlooking business trends and needs. Challenge driven and techy professional, open to learn and teach, team player, problem solver, fast-paced work environment lover. High leadership skills. Agile HR studier and practitioner. - EDUCATION MBA ORIENTED IN HUMAN CAPITAL MANAGEMENT • 2020 • EUNCET UNIVERSITAT POLITÉCNICA DE CATALUNYA, BARCELONA, ESPAÑA BACHELOR’S DEGREE IN PUBLIC RELATIONS • 2010 • UNIVERSIDAD DEL SALVADOR, BUENOS AIRES, ARGENTINA ASSOCIATE’S DEGREE IN PUBLIC RELATIONS & CEREMONIAL•2007• HIGHER INSTITUTE OF PUBLIC RELATIONS & CEREMONIAL, BUENOS AIRES, ARGENTINA LANGUAGES Native SPANISH Advanced ENGLISH (speak, write and read) – C2 Proficiency Advanced PORTUGUEESE (speak, write and read) – CELPE Bras Basic ITALIAN for speak, intermediate for write and read. CERTIFICATIONS AGILE HR PRACTITIONER • 2020 • AGILE HR COMMUNITY • BARCELONA, ESPAÑA EXPERIENCE HRBP/HEAD OF TALENT ACQUISITION • AIVO (IT) • NOV 2017/JUN 2020 After the first stage in the company, I had the opportunity to build my team and be in charge of conducting Aivo's Human Capital area focused on Talent Acquisition strategies, leading a team locally and remotely of 4 recruiters, driving the area to a more strategic Human Capital approach from the Business Partner and Agile perspectives, I support the business structure by collaborating with all internal areas, and in charge of: + Determine current staffing needs and produce forecasts in every country in which Aivo operates business (Argentina, Brazil, Colombia, Mexico, Spain, US). + Develop talent acquisition strategies and hiring plans for the region, execute. + Plan and lead employment branding initiatives (online and offline). + Plan and conduct recruitment and selection processes for key roles (interviews, screening calls etc.) + Take steps to ensure a positive candidate experience. + Assist in employee retention and development (value proposition) + Use metrics to create reports and identify areas for improvement. + Assess employees' competencies, develop career plans to fill role gaps. + Conduct and analyze internal climate surveys. Design and improve. Take actions. + The establishment of a true strategic partnership with Aivo Business Leaders across the globe, making sure we are all aligned under the same strategy. Constantly train our managers into TA policies, processes, and tools. + The plan and the practice of HC agile methodologies to solve complex and defiant issues related to context and industry. + The assurance that Aivo and our geographies are special and engaging places to work, embody our values and foster Aivo high-performance culture. + The organizational analysis and diagnosis techniques. Working both preventive and corrective ways, always responding to business needs. HUMAN RESOURCES BUSINESS PARTNER• AIVO (IT) • SEP 2016/NOV 2017 As the first HR person in the company I was hired to start Aivo's Human Capital department, supporting the business structure by collaborating with all internal areas, and in charge of: + Create the HR Department, responsible for the implementation and development at the operational level of the Company's HR policies. + Design of training and development plans, performance evaluation, and talent retention.+ Work with the CEO to harmonize compensation and benefits policies.+ Internal communication, climate, engagement.+ Identify and select internal and external candidates for new positions. Growth company team from 20 to 70 first year: IT, sales, marketing, staff. + Create a hiring process from scratch, working closely with hiring managers. + Write and maintain job descriptions, create job families, including soft skills and career plans. + Develop talent acquisition strategies and hiring plans for the region, execute. Determining current staffing needs and producing forecasts in every country in which Aivo operates business (Argentina, Brazil, Colombia, Mexico, Spain, US).+ Plan and conduct recruitment and selection processes for key roles 100% hunting (interviews, screening calls etc.)+ Assist in employee retention and development (value proposition). Take steps to ensure a positive candidate experience.+ 2 Use metrics to create reports and identify areas for improvement.+ Redefine our cultural deck along with the CEO. Spread the word. TEAM LEAD OF TALENT ACQUISITION • SOFTLINE GROUP (IT) • SEP 2015/SEP 2016 In charge of the TA area for 8 countries in LatAm & US, leading a team locally and remotely of 5, responsible for: + The strategic plan and budget for the area, working closely and attending business needs with regional directors. + Developing strategies for turnover rates, employer branding, attract & retain the best talent in the market + The cademic alliances and internship programs in Chile, Colombia, Argentina and Brazil + Conducting end to end process for senior roles, providing an excellent candidate experience combined with a knack for managing internal expectations. + Handling agencies and HH in local partnerships. + Separation process (exit interviews, severance negotiation, communication). + Reporting. + Assisting with M&A in Brazil and Mexico, both TA and IC areas. + Improving and scaling recruiting processes in the company. Always working with a strong analytical mindset, looking to use data to back up my decisions. TALENT ACQUISITION MANAGER AMÉRICAS • SOFTLINE GROUP (IT) • SEP 2015/SEP 2016 In charge of the TA area for 8 countries in LatAm & US, leading a team locally and remotely of 5, responsible for: + The strategic plan and budget for the area, working closely and attending business needs with regional directors + Developing strategies for turnover rates, employer branding, attract & retain the best talent in the market + The academic alliances and internship programs in Chile, Colombia, Argentina and Brazil + Conducting end to end process for senior roles, providing an excellent candidate experience combined with a knack for managing internal expectations + Handling agencies and HH in local partnerships + Separation process (exit interviews, severance negotiation, communication) + Reporting + Assisting with M&A in Brazil and Mexico, both TA and IC areas + Improving and scaling recruiting processes in the company. Always working with a strong analytical mindset, looking to use data to back up my decisions. As an extra mile, part of my role is to ensure that Internal Communications to Softline Latin America staff are built in a cohesive, effective and engaging way with attention to cultural differences and that employees are appropriately informed about matters of importance and interest. Promote and embed Softline corporate culture principles among SL LatAm employees. To reinforce the efforts in forming desirable employee behavior. Contribute to the development and implementation of the employer branding strategy and action plans on the local level that reflect and clearly communicate SL’s value proposition to Softline Latin America employees and external target audiences and aim at positioning Softline as the Best place to work. TALENT ACQUISITION SR. SPECIALIST AMÉRICAS• SOFTLINE GROUP (IT) • MAY 2014/SEP 2015 A senior member of the TA team in LatAm & US, handling the workload in Argentina, Venezuela, Colombia, Peru, Chile, Costa Rica, and Miami. Conducting the hiring process, with face to face/competency interviews for a wide range of IT positions/roles. Driving change initiatives, developing and implementing talent acquisition process strategies for all LATAM business units supported (Brazil, Argentina, 3 Colombia, Chile, Costa Rica, Venezuela, and Peru), for functional areas such as Sales, Services, Marketing, Finance, and HR. Assuring total internal customer satisfaction by handling all inquiries and resolving problems arising. As the extra mile, part of my role is to be responsible in the processes of creating, implementing and improving internal & external communications for the company, based on my PR school background. + Create, design and release monthly house organ + Develop Corporate Culture Project (part of the team) + Manage all the internal communications (emails, internal news, and events, etc.) + Create Employer Branding Strategy and implement it to all Latam subsidiaries. + Organize PR actions. + Manage social media for Employer Branding Strategy (Facebook, LinkedIn, Twitter) + Drive Softline into a Great Place to Work, strategies for all LatAm region. TALENT ACQUISITION SR. SPECIALIST• KENEXA, AN IBM COMPANY (RPO)• MAY 2011/MAY 2014 Working as a fundamental part in the RPO process, having gained experience in many different industries such as Oil & Gas (Elliott Company, Ebara Corp. and Baker Hughes Inc.), Pharmaceuticals (Eli Lilly), Mechanical parts, Aerostructures (Goodrich, UTC Aerospace Systems), chemical manufacturing and agricultural products (FMC Corporation). Was responsible for successfully identifying, screening and qualifying candidates for multi-disciplined roles and opportunities. In charge of the entire recruiting process, dealing directly with the client, evaluating resumes, posting positions, screenings qualified candidates by phone and face to face, managing cold callings and headhunting, everything that meets client's needs and urgencies. Covering positions across Argentina, USA, Mexico, Colombia, and Brazil. Performing additional tasks, as the extra mile, in the internal communications area. Assess departments' status and interaction among them. Find the company very much disconnected, develop a strategy and start working closely with Operation Managers of each client searching for news and interesting information to spread to other accounts and improve relationships, processes, and best practices. Work also responsible for intranet content for Argentina. Create and implement a monthly House Organ. Develop the idea, production, edition and implementation of the internal magazine. 4 RECRUITER SR• ACCENTURE (SERVICES)• JUNIO 2009/MAY 2011 My workplace was at the Accenture Service Center of Buenos Aires (ACSBA) whose main task was to satisfy internal customers primarily in the area of Human Resources. This sector is divided into GEOS to which we serve and was LATAM in which I served as Sr. Recruiter, daily working with Brazil. The tasks performed were distributed in a wide range of recruiting candidates for specific positions the GEO request to cover (most of them were IT profiles), sourcing, phone screening, coordination of interviews, etc. Effectively managed the implementation of new tools and processes on site, such as Taleo Data Base for the GEO (Taleo Expert). Also provided support to other GEOS (Argentina) when they experienced a high workload, assisting in individual face to face and group interviews (Assessment Center). OTHER EXPERIENCES INTERNATIONAL PROFESSOR • ADEN UNIVERSITY • MAR 2018/HOY Member of ADEN International Faculty, as Professor in subjects of Human Capital and Technology: Digitalization, Automation, and Artificial Intelligence, for Latin America & Caribbean.+ Professor for the e-learning unit, development of audiovisual content, activities, written material, videoconferences and follow-up of participants from Latin America & Caribbean. 5