Department of Basic Areas



Teacher profile

Basic Areas, DEPARTMENT OF BASIC SCIENCIES. Universitat Internacional de Catalunya


ESADE, Programme for Leadership Development · PLD®
Universitat Oberta de Catalunya, Psychology Degree
Copenhagen Business School, International Business (Erasmus)
Universitat Pompeu Fabra, Economics Degree

Professional experience

M&A and Integration Project Manager, Cellnex Telecom
Leading the Nordics Integration (Denmark, Sweden and Finland) and Poland Integration
• Coordinate and ensure 10-months integration: PMO at a corporate and local level (Commercial, Operations and SS)
• Analyze and create the Shared Services function for the Nordics: FTEs required, operational tasks, automation, etc.
• Upskill the acquired teams to new ways of working by sharing experiences and generating new habits
• Implement cultural awareness and Change Management Programs to ensure the people alignment to Cellnex
• Design and implement mitigation plans, quality audit processes, resource and budget management
Organization and Workforce Transformation Manager, Deloitte
High performance accomplish yearly with 5-year promotion from analyst to manager | Top talent Program
• Design and implement HR Strategic Plans, policies and processes:
• Manage HR Labs with Steering Committees to link the HR strategy with the business needs and strategy
• Identify key stakeholders, design of the roadmap with detailed initiatives, definition and KPI follow-up
• Define, develop and implement HR operative and governance model (COE, HRBP, Local Support, Specialists)
• Design key HR policies and processes from the employee-lifecycle centered around how to optimize the intersection
of people and business performance: Recruitment, Leadership, Performance Management, Global Mobility, Upskilling
Programs, Career Path, Key Talent and Talent Map, Development, Succession Plan, Compensation & Benefits
• Cultural-Analysis to ensure mission, vision and values alignment and design of action plans to reduce the gap
• Re-design of organizational structures (HR and non-HR):
• Carry out a gap analysis between the current structures and the “to be structure”: Identification of synergies, premises
and assumptions, weaknesses, opportunities, governance model, scenario definition and proposed timeline
• Propose the organizational sizing: FTEs identified, roles and responsibilities, RACIs definition, Operative Models, etc.
• Define and carry out Change Management Programs:
• Create a Change Management Plan according to the identified needs of the organizations and according to the
organization context: Stakeholder analysis, communication actions, leadership initiatives and learning activities
• Launch PMO at a corporate level to implement global strategies on the specific business and countries, including
Change Management and Communication initiatives: Prioritization plan and adjusted to budget
HR Strategy, Talent Management, Competences and Leadership Professor, BEBS and IL3
• Evolve the student's learning model, increasing group activities and resolution of business cases and design and taught
the contents for 20-25 students from the MBA in International Talent Management and Leadership
Financial Analyst (Internship), Privalia
• Recover 60% of the balance pending (supplier credits), updating data in CRM and in daily contact with suppliers