Projects & Artifacts

Description:  

This project demonstrates advanced capability in international HR strategy, cross‑cultural management, and global compliance. The work involved analyzing Mexico’s labor market, statutory benefits, regional security risks, and cultural norms to design a comprehensive HR operating model for a multinational organization. The resulting strategy incorporated local‑first staffing, expatriate governance, employee safety protocols, and culturally aligned engagement systems—reflecting a strong ability to integrate legal, cultural, and operational factors into a cohesive HR framework.

Reflection:  

This project highlights a deep understanding of how global HR functions must adapt to diverse environments. It reinforces the importance of cultural intelligence, ethical governance, and employee protection when supporting international operations. The experience showcases the ability to design HR systems that balance organizational objectives with local expectations, regulatory requirements, and workforce well‑being.

Description:  

This project showcases strong competency in audience analysis, engagement strategy, and communication design—skills that translate directly into employee engagement and organizational communication within HR. The work involved developing messaging strategies, loyalty concepts, and social media engagement plans tailored to Gen Z preferences, demonstrating the ability to understand motivational drivers and craft communication that resonates across diverse groups.

Reflection:  

This project illustrates how effective communication shapes engagement, belonging, and organizational culture. It emphasizes the value of tailoring messages to different audiences and using modern communication channels to build connection and trust. These insights strengthen HR capabilities in internal communication, change management, and employee experience design.

Description:  

This project demonstrates expertise in talent acquisition, competency‑based hiring, and structured selection processes. The work included job analysis, defining essential and desired qualifications, designing interview structures, developing evaluation tools, and incorporating recruitment metrics. The use of a recruitment grid matrix reflects a commitment to fairness, transparency, and data‑driven decision‑making in candidate selection.

Reflection:  

This project reinforces the importance of objective evaluation, equitable hiring practices, and consistent recruitment workflows. It highlights the ability to design selection systems that support organizational fit, reduce bias, and strengthen workforce quality. The experience demonstrates readiness to contribute to modern, compliant, and strategically aligned talent acquisition functions.

Description:  

This project showcases strong capability in training design, learning technology implementation, and workforce development strategy. The work involved designing a Learning Management System (LMS), outlining training content, establishing monitoring tools, creating implementation plans, and integrating employee feedback mechanisms. The project reflects a solid understanding of adult learning principles, instructional design, and technology‑enabled training environments.

Reflection:  

This project highlights the critical role of training in organizational performance, compliance, and employee growth. It demonstrates the ability to structure learning programs, measure progress, and incorporate continuous improvement. The experience reinforces a commitment to developing people and building systems that enhance capability, readiness, and long‑term organizational success.