Maria José Fraile

About Maria José Fraile

María José Fraile is the Meta4 Corporate HR Director with extensive experience in the people management field, adjusting the HR function to the different developmental stages of a company: hyper-growth, mergers and acquisitions, restructuring, crisis management, among others. She has also had the opportunity to work directly in the product line, supporting software application design, consulting and pre-sales solutions for HR management and knowledge management.

When an organization has to cover a new position for its business needs, it can choose between two routes: either turn to the organization’s internal talent and promotion processes or hire external professionals who fit in with the company’s needs and culture. According to a study by the Wharton School of the University of Pennsylvania…

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What will be the best keys for capturing and retaining talent? If we had the universal answer to this question, work in HR departments would speed up in a dizzying manner. No one possesses a solution that adapts to all areas and sectors, but there are guidelines that can help steer us on the right…

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This a chapter from our book “The New Digital HR Leader” -> You can download it here On the digital transformation journey of our organizations, those of us dedicated to HR are aware of the importance of developing a digital culture that is based on innovation and customer oriented. To achieve this, we are aware…

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Today there is no doubt that talent is scarce and companies that need to acquire and hire talent must compete in uncharted territories

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What makes a good corporate HR director?

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Several months ago I wrote an article on the “10 Golden Rules for the HR Manager”. There I mentioned competencies like service culture, mediation, communication, results-driven, continual learning, etc. In today’s global economy, HR professionals have to take on a corporate role, at the head of the HR department of a multinational. That’s why today…

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A significant portion of company workforces adopt flexible models. Possible solutions: the best experience, employer branding, same benefits as regular workers, flexible work models…

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The ability to adapt to situations of crisis or change through positive attitudes and to emerge stronger.

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