Karina

HR & People Operations Specialist

Sep 2018 - Apr 2026 • 7 yrs 7 mos

Responsible for the full operational backbone of the executive office - onboarding,supplier management, scheduling, reporting, and compliance.  Orchestrated scheduling, supplier management, and compliance deadlines across day-to-day operations, making real-time priority calls on competing demands and pre-empting risks before they escalated, sustaining a 100% on-time record with zero missed deadlines.   Built a standardized onboarding process, deciding what each new role required across workspace, system access, and documentation, so every new hire was operational from day one (100% day-one readiness).  Consolidated scheduling, supplier, and budget data into a single tracking system, replacing manual controls with real-time visibility and cutting status-reporting time from hours to minutes.  Managed 7 external service providers end-to-end, from scoping and contracting to coordination, payment, and renewal, with zero contractual disputes.  Designed availability schedules for permanent and rotating staff, balancing coverage needs against competing demands to sustain zero coverage gaps across 7 years.  Produced monthly reports and reconciled budgets analyzing expenses to catch discrepancies and overspend early keeping operational spending consistently on budget.

Talent Acquisition Specialist

Jan 2025 - Dec 2025 • 11 mos

Responsible for employer outreach, candidate screening, and intake process design within Portugal's national public employment agency - operating as part of a specialist recruitment team. Screened and assessed candidate profiles against 40+ active job openings weekly, evaluating fit and coordinating interviews to improve matching accuracy between jobseekers and hiring employers.  Assessed candidates' skills, experience, and job readiness through structured interviews, strengthening candidate-to-role fit across a pipeline of 1,000+ jobseekers.  Standardized employment records, candidate documentation, and job postings across internal systems, organizing them into a consistent format that improved data accuracy and recruitment-workflow efficiency. Coordinated communication between jobseekers and 40+ hiring companies, gathering job specifications and selecting which candidates to refer to improve hiring success rates.

HR Consultant

Feb 2022 - Mar 2022 • 1 mo

Consulting engagement to convert the firm's tacit recruitment and retention model into a structured, teachable framework. • Led structured stakeholder interviews with the Executive Director, designing a 15-question diagnostic to surface the implicit rules behind full-cycle recruitment decisions: produced the firm's first documented process model. • Mapped the complete recruitment cycle, from client intake to candidate placement, into documented SOPs covering a 15-25 day operational window: a tacit method became teachable for the first time. • Assessed sourcing strategy across three active channels (ATS database, LinkedIn executive search, professional referrals), and built a channel allocation framework matching sourcing method to role seniority and technical profile: documented selection criteria across ten recruitment categories. • Converted the firm's tacit retention model into a 4-touchpoint accountability framework, from pre-placement mentoring to quarterly follow-up, delivered in three versions (operational, training, client-facing): adopted directly into the firm's client recruitment process.