Carlos Lopez Director de Recursos Humanos

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Director of People Operations

Realogic Solutions LLC

Apr 2024 - Current (2 years 7 months)

I spearhead the planning, direction, and management of HR initiatives within the company. My responsibilities include the establishment and maintenance of employment policies, ensuring payroll efficiency and compliance, and providing support to the Human Resources team in a US based company group. Direct reports 5, scope 300 employees.
• Payroll process optimization: Mapped and optimized a large weekly payroll process for our employment agency subsidiary, reducing its processing time and resources from an FTE to half-day/week while reducing employees’ complaints in 80%.
• Talent Acquisition tracking: Improved the goal tracking and operational follow up for the team, using a pipeline and funnel approach and optimizing the use of th

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Director de people operations

Realogic Solutions LLC

Apr 2024 - Current (2 years 7 months)

I spearhead the planning, direction, and management of HR initiatives within the company. My responsibilities include the establishment and maintenance of employment policies, ensuring payroll efficiency and compliance, and providing support to the Human Resources team in a US based company group. Direct reports 5, scope 300 employees.
• Payroll process optimization: Mapped and optimized a large weekly payroll process for our employment agency subsidiary, reducing its processing time and resources from an FTE to half-day/week while reducing employees’ complaints in 80%.
• Talent Acquisition tracking: Improved the goal tracking and operational follow up for the team, using a pipeline and funnel approach and optimizing the use of th

People and Culture Director

Devsavant

Jan 2024 - Dec 2024 (1 year)

Head of People and Culture, reporting to the CEO. I lead the HR function for enabling DevSavant’s continued path to growth supporting Savanth Growth’s portfolio companies through nearshore outsourcing and software development projects. Direct reports 3, organizational scope 200 employees.
• OKRs and KPIs framework implementation: Led the strategic business plan definition for the company using the OKRs-KPIs methodology, ensuring its alignment among all senior leadership, implementing a reporting schedule.
• Performance management implementation: per the organization business plan created the business case and implemented using Agile principles, a brand-new performance management system for the company.
• HRIS optimization: Ma

Director de people and culture

Devsavant

Jan 2023 - Dec 2023 (1 year)

Head of People and Culture, reporting to the CEO. I lead the HR function for enabling DevSavant’s continued path to growth supporting Savanth Growth’s portfolio companies through nearshore outsourcing and software development projects. Implementing for the first time Performance Management, Salary ranges and compensation administration policies, individual development among other processes. Direct reports 3, organizational scope 200 employees.

Human Resources Director

Serempre

Dec 2021 - Jan 2023 (1 year 2 months)

I lead the HR function for Serempre, reporting to the CEO. I support this fast-growing company by creating or strengthening the full set of foundational (wellbeing and safety, people admin), core (Talent Acquisition, learning and development, compensation) and advanced (cultural transformation, HR Business Partnership, leadership) set of HR processes. Direct reports 5, organizational scope 150 employees.
• Created the salary ranges and its administration policies for the company based on market data and in seniorities.
• OKRs and KPIs framework implementation: Using the OKR methodology helped the organization to create its strategic framework for 2022, ensuring its relevance and igniting the cultural change required.
• Career

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Director de people and culture

Serempre, Bogotá

Dec 2021 - Jan 2023 (1 year 2 months)

I lead the HR function for Serempre, reporting to the CEO. I support this fast-growing company by creating or strengthening the full set of foundational (wellbeing and safety, people admin), core (Talent Acquisition, learning and development, compensation) and advanced (cultural transformation, HR Business Partnership, leadership) set of HR processes. Direct reports 5, organizational scope 150 employees.

Regional Digital Transformation Manager

Infobip

Apr 2021 - Dec 2021 (9 months)

Part of the HQ-regions team that under the HR umbrella helps the HR organization first, and then the whole company to increase its Agile capabilities to improve its effectiveness to succeed, by delivering great experiences to our employees and customers.
• Led a global employee experience initiative using agile principles applied in HR. Mapped personas (including potential candidates, candidates, employees and alumni), and their experience through our HR value proposition and employee journey, for revisiting our whole chain of processes in HR and revamp our employer branding and candidate and employee experience.

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Gerente regional de proyectos rrhh

Infobip, Bogotá

Apr 2021 - Dec 2021 (9 months)

Integro el equipo de RRHH global que lidera procesos de transformación digital, en mi caso desde la perspectiva de recursos humanos con énfasis en la experiencia del empleado.

People Operations Regional Head

Infobip

Sep 2019 - Mar 2021 (1 year 7 months)

I led People Operations (HR) for the full Latin America region (from Mexico to Argentina including Brazil), reporting to its Managing Director and doing HR Business Partnership to the regional Sales Director. All of this in an organization growing exponentially in the region, in the transition from Startup to Corporation.
Led a team of 5 direct reports including a team leader for the talent acquisition team, a learning and development senior specialist and 3 POP business partners. Direct reports 5, organizational scope 250 employees.
• Implemented a salary analysis and updates using Mercer’s comptrix and WTW market surveys.
• Defined an HRBP matrix structure for the area in Latin America, assigning strategic responsibilities

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Director regional de rrhh

Infobip, Bogotá

Aug 2019 - Mar 2021 (1 year 8 months)

Lideré el área de recursos humanos para toda la región de lationamerica para una multinacional en el sector de tecnología. Responsabilidad sobre México, Colombia, Perú, Argentina, Brazil, Chile y Paraguay

Human Resources Lead

Fundación Neumológica Colombiana

Feb 2018 - Aug 2019 (1 year 7 months)

Led the HR area aiming to increase Fundación’s capabilities and transforming its organizational culture. Full responsibility over the complete HR processes spectrum from strategic (Leadership, Cultural Transformation, etc.), Tactical (Organizational Development, Compensation, Talent Acquisition, etc.) and foundational (payroll, safety, etc.) Direct reports: 5. Organizational scope: 300 employees.
• Led a full HR Transformation program, implementing a HR Model based on Dave Ulrich’s model for HR Business Partnership, selecting and restructuring the HR team.
• Designed an individual development process based on Korn Ferry’s Lominger competencies model, in sync with the organizational competencies model, whose redesign I led as well

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Jefe de rrhh

Fundacion neumologica colombiana, Bogotá

Feb 2018 - Aug 2019 (1 year 7 months)

Lidero el área de Gestión Humana buscando potenciar la cultura, capacidades y liderazgo organizacionales para continuar el camino de la Fundación hacia el éxito Reportes directos 5, Alcance organizacional 280 empleados.
• Rediseñé el proceso de inducción (a proceso virtual evaluativo), entrenamiento al cargo y capacitación de la institución.
• Rediseñé al proceso de gestión de desempeño con las mejores prácticas actuales en el mundo
• Establecí modelo de gestión salarial (escalas), de beneficios y compensación emocional
• Propuse un proceso de planeación estratégica (KPI´s) institucional anual en el modelo de Balanced score card, clave para los procesos de presupuesto y de gestión de desempeño
• Estructuré un proces

HR Business Partner

H.B. Fuller

May 2014 - Dec 2016 (2 years 8 months)

Responsible for leading the entire HR process in the Latin America manufacturing sites and for providing HR Business partnership to the Regional Manufacturing Director. Direct reports: 2. Organizational scope: 200 employees.
• Part of the team successfully implementing a global Learning Management System
• Instrumental in the labor relations strategy definition and implementation for our plant in Chile, including union agreement negotiation, which resulted in a much stronger company position.
• Redesigned all documented HR procedures and forms reducing from 53 to 10 documents, while maintaining compliance with quality management system requirements.
• Developed a training management system recognized as excellent by our

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Hr business partner manufactura, suramérica

H.b. fuller colombia sas, Rionegro

Apr 2014 - Dec 2016 (2 years 9 months)

Responsable por todo el proceso de RRHH en las plantas de Colombia y Chile, y por ser el HR Business Partner para el Director regional de operaciones

Human Resources Manager

British Council

Aug 2013 - Apr 2014 (9 months)

Responsible for the complete HR process in the Colombia Office implementing British Council’s global HR tools and processes under a fully English speaking and cross-cultural environment. Responsible for providing HR Business partnership to the Country Director and his direct reports: 1. Organizational scope: 120 employees.
• Performed a complete compensation review for the organization, redefining its compensation strategy receiving feedback as an outstanding job.
• Supported the transition to a local branch, by negotiating different aspects of the transition with British Teacher’s representatives (like Union representatives) and ensuring compliance with Colombian Labor Law.

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Gerente de recursos humanos

The british council colombia, Bogotá

Aug 2013 - Apr 2014 (9 months)

●Diseñé de cero y obtuve aprobación para el plan estratégico de RRHH para los años siguientes, en línea con el plan de negocio para el país, logrando un alineamiento positivo con el Director Nacional y su visión.
●Posicioné la función de Recursos Humanos y mi rol como HR Business Partner, dentro del Contry Plan para Colombia.
●Realicé un reposicionamiento de la compensación de la organización
●Trabajé con el grupo de representantes británicos de los profesores, y los líderes británicos en Colombia, en las negociaciones para la conversión de contratos laborales extranjeros a nacionales.
●Rediseñé los procesos y sistemas de información de HR para garantizar sus entregables básicos (Certificaciones, contratos, etc.)

Employee Services Supervisor

Generalmotors

Dec 2009 - Oct 2012 (2 years 11 months)

Led the security and employee services area (Security, Emergency, crisis and business continuity preparation, employee services, internal services) by defining and supervising execution of its business plan. Direct reports: 7. Organizational scope: 2000 employees. Budget USD 1.5 MM/year
• Championed a new security contract, achieving in close teamwork with Purchasing area over 20% savings versus previous while managed to defend current employees’ income.
• Accountable for budgeting and executing a USD 2 Million Budget a year. Recognized as the area with the best budget management in the HR function.

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Supervisor de servicios al empleado

Gm colmotores, Bogotá

Dec 2009 - Oct 2012 (2 years 11 months)

Liderar el área (Seguridad Patrimonial, Preparación para emergencias (parte del sistema de HSI), manejo de crisis y preparación para continuidad del negocio, servicios a empleados, servicios internos) mediante la definición y supervisión de la ejecución de su plan de negocios.

• Lideré la negociación del nuevo contrato de seguridad, logrando mediante trabajo en equipo con el área de compras, más de 20% de ahorro vs. el contrato previo, al tiempo que logré defender los intereses de los empleados.
• Fui responsable por realizar un presupuesto de USD 2 millones al año y por su ejecución, logrando ser reconocidos como el área con mejor manejo presupuestal en RRHH,
• Establecí un modelo totalmente nuevo de contratación para

HR Business Partner

Generalmotors

Mar 2008 - Jan 2011 (2 years 11 months)

HR’s representative on the Global Purchasing and Supply Chain (largest local function), legal and HR business functions. Organizational scope: 300 employees

• Diagnosed and locally implemented global GM tools for recruitment and selection, pre and onboard orientation, training, individual development, leadership development, promotion and succession planning, labor climate, talent identification and retention and human resources management all in all, mostly based on Lominger’s competencies model.

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Hr business partner

Gm colmotores, Bogotá

Mar 2008 - Jan 2011 (2 years 11 months)

Representante de todos los procesos de RRHH en las áreas de: Recursos Humanos (50 empleados admin.), Suministros (370 empleados admin.-planta) y Relaciones de Gobierno. Diagnóstico e implementación local de herramientas globales de GM para inducción, selección, entrenamiento, desarrollo, liderazgo, desempeño, clima laboral, identificación de talentos y en general de gestión del talento humano

• Fui reconocido como un elemento valioso por el staff de Suministros, clave para su éxito en alcanzar las métricas respecto a la gente en su plan de negocios.
• Diseñé e implemente un novedoso proceso unificador de la estrategia de HR en Suministros, basándome en los resultados de su encuesta de clima laboral, logrando la aceptación y

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Supervisor de compensacion y beneficios

Gm colmotores, Bogotá

Mar 2007 - Dec 2009 (2 years 10 months)

Supervisar el diseño y administración de la compensación de la Compañía tanto para personal administrativo como de la planta de producción, garantizando su idoneidad técnica y competitividad externa y equidad interna. Administrar el programa de expatriados de GM

• Apoyé las negociaciones del Pacto Colectivo 2007, 2009 y su posterior uso para la negociación de la Convención Colectiva.
• Tuve un rol destacado en el equipo que implementó el centro de operaciones de HR, que fue después puesto bajo mi supervisión. Allí implementé métricas de calidad para todos los procesos, en particular los relacionados con PeopleSoft y su auditoría
• Jugué un papel clave en el comité para la estandarización de la compensación de la región

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Analista de compensacion

Gm colmotores, Bogotá

Oct 2005 - Mar 2007 (1 year 6 months)

Asegurar la ejecución de la política de compensación y sus transacciones en la compañía, diseñado e implementando proyectos de compensación que apuntaban a mejorarla.

• Rediseñé totalmente los niveles salariales locales y la política de compensación, haciendo el proceso completo desde la descripción de cargos, su valoración hasta la implementación y comunicación de la política.
• Realineé la política de expatriados de GM a los servicios contratados con el proveedor, reenfocando el rol de RRHH en el proceso.

Compensation and Benefits Supervisor

Generalmotors

Mar 2005 - Dec 2009 (4 years 10 months)

Supervised the design and management of company’s Compensation both for blue and white-collar employees, ensuring its technical quality, internal fairness, and external competitiveness. Managed the GM International Service Personnel policy in Colombia. Direct reports: 3. Organizational scope: 2000 employees.

Carlos Lopez

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Carlos Lopez

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