Ana Paula Gomes

As HR leader, I managed the recruitment, training, and performance review processes for 460 employees, ensuring alignment with organizational goals. I oversaw the development of a comprehensive Talent Development strategy, incorporating Individual Development Plans (IDPs) and leadership competency models, fostering a robust leadership pipeline and supporting succession planning. I led the development of key programs, including a performance review process and employee engagement initiatives, resulting in improved team performance and a 3.5% increase in Employee Engagement Survey scores. I managed a diverse, multi-location workforce across time zones, responsible for Performance Management processes, my initiatives contributed to a high-performance culture, including coaching programs, talent development initiatives, and job rotation programs. 

With over 19 years of experience in human resources, I have successfully managed the challenges of a fast-paced automotive manufacturing environment. Additionally, my expertise includes overseeing continental shifts, which has sharpened my ability to lead teams across different time zones while fostering high-performance, inclusive cultures. I successfully recruited and onboarded 100 new employees within four months to meet the tight deadline for a new product launch. I spearheaded several initiatives to drive organizational success, ranging from talent development to employee engagement. Notably, I revamped our onboarding program, reducing turnover by over 9% within six months. Additionally, I led talent pipeline initiatives, including co-op and entry-level programs, which resulted in 80% of new hires filling critical roles on time.

I introduced a performance review process that emphasized objective, bias-free assessments, leading to more consistent employee feedback and improved tracking of performance metrics. Additionally, I championed employee engagement through initiatives like monthly activities that raised survey scores by 3.5%, fostering a more connected and motivated workforce.

On a broader scale, I developed and implemented leadership development programs and succession planning processes that identified critical talent gaps and drove internal promotions, including a 23% increase in women in leadership roles over three years. These initiatives not only contributed to employee growth but also aligned closely with business objectives and values, supporting both DEI goals and organizational effectiveness.

I successfully led a negotiation with Unifor 195, representing HR, where a key achievement was introducing a new classification based on qualifications rather than seniority. Over the course of a year, I reduced grievances by 3%, demonstrating my strong negotiation skills and proactive approach. I consistently identified and aligned key contract priorities with union representatives, fostering a smoother negotiation process and enhancing collaboration between leadership and the union.

I also led cross-functional teams to align HR strategies across regions, improving processes for talent development, performance management, and employee retention. My expertise in navigating complex environments, negotiating with unions, and managing virtual teams across multiple time zones has made me adept at executing global strategies in fast-paced, high-stakes settings. I am committed to driving positive change by fostering an inclusive, innovative workplace culture that empowers employees to reach their full potential.

I leaded global projects in leadership development and job structure implementation cross countries such as Belgium, the Czech Republic, the UK and China.

I endeavor to be an integral and key business partner within the business. As a Brazilian who has lived in the United States, New Zealand, and now in Canada, I believe I am a living example of the importance of integrating diverse cultures and experiences in the workplace.

Master Degree completed in Business Management.