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Patricia MELO

En résumé

International experience with a strong capacity to work in multicultural and multilingual environments. Analytical, autonomous, able to cope with high workloads, to produce results beyond expectations, methodic, rigorous, organized. These assets have helped my work teams, to be recognized as top corporate teams by the executives of mining companies where I have worked previously.

Ability to develop and install human talent management systems to contribute directly towards the corporate growth strategy. Particularly skilled in i) the conception processes of selection, ii) identification of training needs, iii) designing of technical and behavioral performance assessment tools, iv) generate performance and salary employees’ matrix, v) evaluate and relocate employees due to organizational changes vi) generate and manage workforce build-up.

Moreover, the human value and personal satisfaction of feeling that you have helped to improve the living conditions of hundreds of people, is invaluable. Where I could exercise my skills and transfer my knowledge of human talent, would be with the same conviction to achieve best results, a high degree of professionalism and with utmost respect for others.

Mes compétences :
human resources
develop the professional recruitment team
Staff recruitment
regular monitoring of the training and recruitment
management of human resources and elaboration
internal selection
functional and technical support
budgets
Payroll
Microsoft Visio
Invoicing
ISO 900X Standard
ISO 14001 Standard
Develop the specifications
Audit
Assist management

Entreprises

  • Compagnie de Bauxite de Guinée - Recruitment Superintendent

    2016 - 2017 To lead the design and delivery of a recruitment strategy that allowed the organization to meet its hiring needs for operation and project expansion. In the context of operations, CBG was required to fill in for two years over 200 positions. CBG Extension Project needed to select, recruit and train a total of 500 new employees for its 3 phases of extension, divided into divisions impacted by the Extension project. In addition, the Multi User project needs to select 295 for the Railroad CBG’s division.

  • Kinross Gold Corporation - Regional Recruitment Manager, Africa.

    2011 - 2013 Canary Islands, it involved an initial extensive focus on the Tasiast project in
    The role was focused on recruitment of Nationals, Third Country Nationals and elaboration of selection
    process of expatriates.
    Staff recruitment team was composed of 14 employees.

    Key Areas of Responsibility & Duties:
    * Analyze recruitment needs from the workforce buildup and ensure that the buildup is kept current
    with changes.

    * Develop and maintain close relationships with technical schools, other targeted education and
    governmental institutions (Labor Directorate, Mining Police, Technical education ministry).

    * Identify technical schools in Nouakchott to analyze the missing equipment provide equipment and
    to organize training programs for the new employees at this schools.

    * Adjust the recruitment process and training programs for the community's individuals.

    * Design technical and behavioral performance assessment tools; ensure monitoring and focus in
    training plans for results and progress in performance. Co-ordinate annual plan for technical and
    support programs with the Training Department. Career development planning.

    * Lead the evaluation processes and internal selection to support corporate mobility.

    * Work in coordination with all the locations in Africa region related to recruitment, training,
    compensation, payroll, health and safety.

    * Identify the KPI Region Africa (HR, recruitment).

    * Lead the classification of all the positions according to the codification of the Global Role Profile
    system.

    * Generate the salary employee's matrix in coordination with total rewards manager.

    * Design and lead processes to relocate employees resulting from organizational changes.

    * Design and execute in and out of country information & recruitment sessions to feed the data base
    of candidates and attract from all possible sources.

    * Establish dashboards and key metrics for recruitment effectiveness and reports on these metrics
    as required.

    * Responsible for implementing and maintaining an Applicant Tracking System (ATS) and act as
    Super User.

    * Maintain interface with other Africa region stakeholders impacted by recruitment: Total rewards,
    Training, Payroll.

    * Develop procedures manual.

    * Supervise, motivate and develop the professional recruitment team constituted by psychologists,
    recruitment technicians and clerks (14 employees).

    Ensure the transfer of competencies to the recruitment team.

  • Sherritt International Corporation - Recruitment Superintendent

    2008 - 2011 Reporting to the Director of Human Resources Madagascar. Responsible for the massive
    recruitment drive of 2450 Malagasy employees. The main challenge was to ensure optimal adequacy
    between the quantitative and qualitative needs of the manpower needs and the availability of
    resources in Madagascar.
    Staff recruitment team 9 employees.

    Key Areas of Responsibility & Duties:
    * Define the selection and recruitment process and ensure that the processes and policies are well
    aligned with the social values of the Company, taking into consideration objectivity,
    transparency, traceability, equity while respecting the commitments with the ethnic communities.

    * Analyze the manpower needs (quantitatively and by job specialty based on the manpower buildup plan). Ensure the management and update of the manpower build-up. Ensure the best timing
    to begin training programs and deliver for operation activity of the plant site.

    * Organize and plan recruitment and training drives according to the scheduled needs forecasted
    as per the Manpower build-up, established by the Operations Management, Maintenance
    Management and any other Divisional Management.

    * Assist management in the selection process. This involves validation of job descriptions,
    planning and a series of technical, practical, behavioral, learning capability, language and
    medical tests, HR technical and interviews.

    * Define and use the best-suited sources to access the labor market, (such as Ambatovy website,
    internal recruitment, newspaper, radio, television).

    * Define and participate, to the communication and promotional campaigns (roadshows) for
    candidate search around Madagascar.

    * Provide functional and technical support to the Mine Recruitment Team.

    * Establishment of partnerships with local schools, universities and professional institutes and any
    other targeted educational institutions.

    * Organize with CEGP Canada the training programs in Canada, for 100 new Malagasy
    employees.

    * Update database, dashboards and follow-up tools of the recruitment and training process activity
    and performance. Be aware that new employees in training commit with learning results

    * Act as the interface between all interested parties in the recruitment process, such as, Social
    Relations, Training, Legal Department and External Communication Departments.

    * Design and implement the annual satisfaction surveys of services rendered by the
    Superintendence Recruitment

    * Supervise, motivate and develop the professional recruitment team constituted by psychologists,
    recruitment technicians and clerks

    Ensure the transfer of competencies to the recruitment team

    Core Advice (UK)

  • Core Advice - Senior consultant

    Londres 1999 - 2008 Missions in organizational, training, management and development of HR for
    Ministries, in various countries in Africa. Evaluations, diagnostics, establishment of qualitative and
    quantitative inventories of human resources, designing of selection process and training programs for
    leaders, officer and non-officer positions.

    Republic of Benin: Ministry of Finance - Evaluation and diagnostic of their human resources staff,
    to select a team of leaders to fill the key ministry positions. (French Co-operation financing).

    Republic of Ivory Coast: Ministry of Economy, Finances, Planning and Commerce.
    Establishment of a qualitative inventory of the human resources. Recommendations on the
    management of Human Resources. (Ministry and World Bank financing).

    Republic of Burkina-Faso: Ministry of Basic Education and Alphabetization Within the frame of
    the Decennial Plan for Development of Basic Education, support for Human and Institutional changes.
    (World Bank financing).

    Republic of Mali: Compagnie Malienne de Développement des Textiles (CMDT) Mission to
    conduct an audit of the personnel in preparation of privatization of the company.

    Republic of Madagascar: Ministry of National Education and Scientific Research, Restructuring
    and rationalization of management of human resources and elaboration of a program of training and
    reconversion of the personnel. (World Bank financing).

    Ministry of Public Works, Transport, Territorial Administration and Meteorology (World Bank
    financing). - Phase I: Study of restructuring Phase II: in charge of built and support the preparation,
    execution and monitoring of training programs for the reconversion of 1800 employees, enrolled in the
    voluntary social departure plan.
    Identify and working closely with ONG, Business Administration and Technical educational
    institutions as training partner all around Madagascar. Define the necessary action plans and budgets
    for training.

  • Société des Operations Portuaires Informatisées - Managing Director

    1992 - 1999 A private-sector company set up to privatize/externalize the invoicing for the Port of Cotonou. The
    company billed for the port-related services performed by the entities under the Ministry of Transport
    including the Port Authority, the Stevedoring Company of Benin (SOBEMAP) and the Council of
    Shippers of Benin (CGB). Annual Income: USD 16 million with 50 employees and 150 on-line
    terminals.
    As the CEO in-charge of developing a business partnership between HR management and all
    company departments and stakeholders, contributing to the effective deployment of organizational
    changes; building HR practices closer to the expectations and needs of the harbor environment;
    contributing to the implementation of best practices in the field.

Formations

  • Bath University (Bath)

    Bath 2005 - 2005 English for University Studies

  • University Of Los Andes (Bogota)

    Bogota 1975 - 1980 Master Degree

    Design and build-up of training programs, Cegos (Paris-France)
    English for University Studies.
    Bath University, United Kingdom

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