Education
Universidad Icesi Master in Human Resources Management Jan 2022 - Jun 2023 Instituto Tecnológico Autónomo de México Derecho Laboral y Seguro Social 2018 - 2019
Skills:
Planificación de negocios 3 experiences across Genfar and 1 other company Formación de directivos 3 experiences across Genfar and 1 other company
Work Experience:
People & Culture Director Genfar · Full-time Sep 2023 to Present · 1 yr 3 mos Colombia · Hybrid Docente Educacion Continua Pontificia Universidad Javeriana · Part-time Mar 2023 to Present · 1 yr 9 mos Bogotá, Distrito Capital, Colombia · Remote Docente de Posgrado en Especialización en Gerencia de Talento Humano Sanofi 7 yrs 5 mos People & Culture Director Genfar Colombia, Peru & Ecuador Full-time Apr 2022 to Sep 2023 · 1 yr 6 mos Bogotá, Distrito Capital, Colombia HRBP & HR Country Head Full-time Oct 2021 to Apr 2022 · 7 mos Lima, Perú HR Business Partner Apr 2019 to Oct 2021 · 2 yrs 7 mos Cali, Colombia Foods & Beverages HRBP Unilever Sep 2015 to Apr 2016 · 8 mos Toluca y alrededores, México Henkel 4 yrs Toluca y alrededores, México Manufacturing & Production Supervisor Sep 2012 to Aug 2015 · 3 yrs HR Analyst Sep 2011 to Sep 2012 · 1 yr 1 mo
Candidate Intelligence Report
AI-powered analysis from the perspective of a US hiring director — evaluating career continuity, growth trajectory, and role fit.
Career Continuity & Risk Assessment
No evident employment gaps; a continuous career path with overlapping roles (e.g., teaching concurrently) is common in global markets and does not indicate interruptions.
Career spans FMCG/consumer goods HR and pharmaceutical HR leadership. While both require strong HR foundations, the shift from Unilever/Henkel to Sanofi/Genfar represents an industry change that may require sector-specific calibration for US-bound roles.
Early roles include shorter stints (e.g., Unilever ~8 months; Peru HR role ~7 months), followed by longer engagements at Genfar. Overall stability increases in later career, but some shorter earlier tenures weigh modestly on stability.
Educational background aligns with HR leadership and talent management; additional teaching experience and leadership program work strengthen alignment with senior People & Culture roles in multinational settings.
Career Growth Curve
Best-Fit Roles (Top 5)
Chief People Officer (CPO) – Global or LATAM95% fit
Extensive P&C leadership across LATAM markets; proven cross-border governance, total rewards, talent strategy, and organizational transformation; aligns with a CEO-level People function.
Vice President / Chief Human Resources Officer – Life Sciences92% fit
Deep pharma industry exposure with Sanofi and Genfar; experience scaling HR across Colombia, Peru, Ecuador; strong talent and culture change capabilities.
Regional HR Director – Latin America (Pharma/Healthcare)88% fit
Track record of managing HR across multiple LATAM countries; regulatory and cross-cultural competence; suited to a regional leadership role.
Senior Director, Talent & Leadership Development85% fit
Experience in leadership development programs and teaching; aligns with organizations prioritizing leadership pipelines and capability building.
Director of People Operations – Global Manufacturing & Operations82% fit
Early career in manufacturing combined with HRBP experience; strong operations alignment and people strategy for manufacturing settings.
Related Sourcing Channels
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