Leticia is one of our superheroes who had an influential role throughout Velocity Partner’s integration with Endava. She first joined the company in 2014 as the Head of the HR department in Argentina, but soon her role expanded throughout Latin America. Today she serves as Regional Head of People Development & Recruiting for Endava in Latin America and also has responsibilities for recruiting in the USA. Read her story and get a glimpse on the perfect recipe of mixing empathy and passion for work with a balanced, loving family life. 

What role did you have to assume after the merge between Velocity Partners and Endava?

My role was influential in the integration process that began in January 2018 and formally ended in December of the same year. However, like all integrations, it is a process that continues every day. I have been leading the areas of PDR and HRC, from the most operational issues to the deepest and most significant ones, related to cultural integration.

So, your role went from operational to a more strategic one, right?

Exactly. Nowadays, I am working with the PDR teams helping them build and define their strategies in all regions and locations to achieve their growth plans. I do this by collaborating closely with all parties on creating consistency and alignment in the practices and processes that are carried out. My role is also to represent LATAM in the organization of People Operations globally.

For the time being, what's your biggest challenge?

Support America on the road to becoming one of the fastest-growing regions in Endava! This is why I am working together with the teams to develop strategies for attracting and retaining the talent in our geographies by understanding the practices of the market and new trends. The IT industry is continuously changing and evolving, it is always one step ahead of the traditional market, and that requires us to be aware and not lose the rhythm. In addition, we need to help to develop leaders: with growth come new challenges and opportunities, and we have to be prepared.

What points in common did you find between both companies?

The first exercise we did was to review our values, and without realizing it, we saw that there was a natural match between both organizations according to why we exist and where we are going. Endava is an organization that has snowballed but does not lose its essence, its concern for people and the intentional decision of being transparent. Few companies can sustain these values over time, and I believe that Endava is doing it.

From your role of People Operations, how do you perceive the management of cultural diversity within Endava, being a global company of European origins that recently started operating in Latam?

As I mentioned earlier, the organization's values are solid in all geographies. They represent us and inspire us in what we do every day. However, there is always a local component that both influences, but also drives the health of a global organization that is characterized by diversity and inclusion. I've had the opportunity of travelling and touring European and Latin DUs' and breathe the same organization, but in each office, we work considering the particularities of each place. For example, from PDR's point of view, you can see Endava's global programmes and initiatives but implemented with a local flavour. Engagement activities are carried out in all offices, but each one adds its touch according to their needs and experience of what makes their people happy.