Jorge Luis Cortes MONCADA

Responsible for the design, implementation, and follow-up of the HR Strategy (for the Americas Region, working closely with the SVP, MDs, and Functional Leaders from strategy to operational.

The HRVP US/CAN and LATAM is also responsible for the alignment between the Global and Corporate programs with the Region needs and challenges with focus on our Talent improvement in the different business models: Direct Selling, Retail, B2B and e-Commerce.

The role reports directly to the SVP and Regional Director for US/CAN and LATAM and indirectly to the CHRO.

Key responsibilities:
-Deployment of the New Vision and Priorities of the One Tupperware Global strategy.
-With the regional leaders, execute the rightsizing initiatives and define the organization's structure (Workforce planning, key roles, and critical talent strategy).
-Owns the Talent Management function with the support of the COEs (Talent Attraction and Total Rewards).
-Deployment of the L&D programs for the region and supervising the local training initiatives.
-Consolidating the HRIS (Workday) in the region to support the global strategy.

Main achievements:

• EMEA Region re-organization: France, Germany, and Italy Markets being the most important and challenging due to the Local Legislation. Headcount and cost savings reduction for more than 1MEUR.
• Work Council negotiations in Germany to close the Distribution and Service Centers.
• Cluster integration for EMEA and APAC Regions.
• Collaborate with Commercial to set up the Retail strategy for EMEA - KAMs for Iberia, Italy, the UK, and Belgium.
• One Bonus program alignment for EMEA and APAC Regions - Integration with the Performance Management process.

Main responsibilities:

• Head of the HR Function for EMEA & APAC Regions.
• Lead and manage the in-market HRBPs across Commercial and Supply Chain functions (12 direct reports and a total regional team of 20+ HR professionals).
• Deployment and follow-up on the Company's Global Projects: ESG, DEI, Compliance, and COEs.
• Execution of the HR strategy aligned with Commercial and Supply Chain Business Plans.
• Oversight of regional Workday (HRIS) implementation in the Region.
• Regional HR lead for setup of Shared Service Center in Poland (capabilities in scope: Finance)
• Lead several senior new hires and exits and managed restructuring efforts of the Commercial, Supply Chain, and support functions in the Region.
• Shared feedback with Commercial, Functional, and Supply Chain Leaders in EMEA & APAC Regions to outline operational and talent needs.
• Collaborated with Legal and Compliance WW and Regional teams to create the HR Strategy according to the country's local labor laws (Work Councils, Unions).

Main achievements:

• Global deployment of new Culture Strategy (Values, Competencies and Statement) based on co-creation process with Leaders across company.
• Implementation of Performance Management process (Mid-Year Review and End-Year Review) align with new Bonus Program.
• Implementation of LinkedIn Learning platform to consolidate our learning culture.
• Deployment of TuppFlex (Hybrid Work for better normal) and TuppWell (Well-being) programs.
• Workday Performance & Talent and LMS modules successful global implementation.

Main responsibilities:

• Design, develop and manage Talent Development strategies across World Wide Business Units with diagnose of priorities and critical opportunities for onboarding, learning pathways/curricula, manager skills and learning technology.
• Communication and change management for different Human Resources initiatives in partnership with business Leaders.
• Project management responsibility to ensure timely delivery, including staging delivery at pace with business, integrating with related strategies, and building effective intake mechanisms.
• Facilitation of signature programs across global enterprise.
• Drive continuous improvement and building business process leadership through innovation and improvement of processes, systems, and tools, optimizing and automating where possible (Workday implementation).
• Responsible for Financial management to ensure delivery meets cost targets and that costs are allocated and managed according to plan.
• Partnership effectively with procurement and compliance for all processes including annual compliance training execution and tracking.
• Internal interaction to ensure alignment with and across COE leads and support Regional HRBP´s.
• External interaction to ensure awareness and delivery of industry leading best practices by engaging with learning and development networks and experts.
• Responsible for digital transformation leveraging technology to make professional skills development more accessible, applicable, and relevant for global audiences.
• Engage leaders of all disciplines to anticipate long-term training, upskilling, and reskilling needs through educational programs.
• Develop and deployment of analytical tools to measure the impact and effectiveness of various learning solutions across organization using data to make improvements in programs and build/redesign new solutions.

Main achievements:

• Implementation of Training Strategy for different business models (Retail, Outlets, Restaurants, Distribution Center, PLCC and Travel Business), with own identity and linked to business objectives and KPI's.
• Change Training model during pandemic to make it on line at 100%.
• Redesign whole Training department in order to make it lean and efficient.
• Design in partnership with CEO and HR Director of Service Model for Stores.
• Success Factors LMS implementation (Blended Strategy for Education considering 70-20-10 model).
• the University implementation for Gastronomic Business.
• Integration of the Competencies model (knowledge, skills, and abilities) to Palacio's learning model.
• Design and implementation of Super User program to retain Top Talent in Commercial and IT areas.

Main responsibilities:

• Conduct needs analysis and partner with Office Directors, HR Business Partners, and Store Leaders to identify and shape learning strategies.
• Negotiates with internal subject matter experts and external providers to create learning solutions according business needs.
• Evaluate all learning activity to determine impact on business outcomes and revises activity based on insights gained.
• Identify and implement learning technology to improve existing and new training programs.
• Personally deliver learning interventions as appropriate to consolidate messages or specific programs.
• Design and execution of Palacio´s Universtiy educational strategy for Gastronomic business.
• Oversee required training metrics and analysis, technical training, onboarding, and ensure compliance in government audits.
• Oversee supportive educational programs (Language, High School).
• Analyzes success of learning activities using assessment tools and evaluates results. Recommends and implements appropriate training and performance improvement interventions, as indicated.
• Plans, monitors and administration of annual budget of over $11 millions MXP, controlling spending for training supplies, travel and lodging.

Main achievements:

• Implementation of Learning Management System (LMS) with local resources via Moodle with 200,000 USD savings per year.
• Selling Skills certification program for Sales Associates (Blue Shirts) with ROI of double digit sales increase comp.
• Design and implementation of Training Model for NSO (New Store Opening) - All Store Associates train 4 weeks before GO (Grand Opening).
• Talent System Strategy program across Company (Corporate and Stores) with 80% of Leadership positions cover by internal talent.
• 9 Box methodology implementation for Talent designations and Development Plans.

Main responsibilities:

• Design and implementation of Training and Development Strategy (+3000 employees) align with Business Strategy.
• Talent Management Strategy based on 9 box methodology.
• Relation Management with internal experts and external vendors to create learning solutions according business needs.
• Work closely with Sales and Operations teams to identify learning gaps and create training solutions with specific targets.
• Define and administrate annual budget for Training and Development.

Main achievements:

• -Job Fair process implementation for NSO's - Goal: Hire all Store positions in 3 days (60 to 100 positions according Store band).
• -Learning Fairs implementation for Sales Associates before Drive Times (i.e. Buen Fin, Mother's Day, Father's Day, Back to School).
• -Design and implementation of SOP's (Standard Operation Process) for Training, Talent and Recruitment.

Main responsibilities:

• -Training and Development strategy for Corporate and Stores (classroom, e-learning and blended).
• -Cultural Immersion and Employee On Boarding program design and administration.
• -Talent Attraction strategy to guarantee strong Talent Pool.
• -Conduct training needs analysis on yearly basis and training effectiveness management.
• -Training process compliance (paperwork for Labor Secretary).