Ana Sanchez Chang

Empowered Women, Stronger Teams, Better World 🌍 When women have real opportunities to grow and contribute, everyone benefits. Teams become stronger, companies become more innovative, and the impact extends far beyond the workplace. At Nir-Yu, we work with incredible talent across Latin America, and so many of the professionals we connect with companies are women who are building amazing careers in tech, finance, operations, and marketing. They're not just filling roles, they're bringing fresh perspectives, solving complex problems, and helping companies grow. But here's the thing: talent exists everywhere. The question is whether we're creating real pathways for people to access opportunities. So what actually makes a difference? Equal access to opportunities. Environments where people feel genuinely supported to do their best work. Recognition that goes beyond a single day or acknowledgment. Companies that actively look beyond traditional talent pools and geographic limitations. Committing to creating space for women to shine every single day, regardless of where they're located What does meaningful support look like in your workplace? #PeopleOperations #WorkplaceCulture #LatinAmericanTalent

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The next big talent gap? It’s not experience. It’s skill velocity. Because when technology moves faster than job descriptions, your strongest employees won’t just be the most experienced—they’ll be the most adaptable. 🧠 According to Gartner’s latest May 2025 research: ✔️ 70% of organizations are now funding micro-credentials in AI, data literacy, and other skills based certificates ✔️ Teams who embed bite-sized learning into daily work see 25% higher adoption ✔️ Skill journey maps—co-created with employees—drive deeper engagement Here’s what it means (in my opinion)—and what you can do this quarter to lead the shift. ⸻ 1. Micro-Credentials = Speed Over Scope What it is: Fast (4–6 week) certifications in high-growth skills like AI, automation, or analytics. Why it matters: The faster people build relevant skills, the faster your company moves. Try this NOW: • Identify 3 in-demand skills across your org tied to current initiatives • Offer a stipend or internal challenge to complete one micro-cert before quarter-end • Celebrate those who complete it—not just with praise, but with visibility 🟡 Remember: Training doesn’t need to be long to be strategic. ⸻ 2. Learning in the Flow of Work What it is: Making learning so accessible, it doesn’t require a separate login or time block. Why it matters: Most people want to learn—but if they have to stop their day to do it, they won’t. Try this NOW: • Ask employees: “What’s one moment this week when you felt stuck or slow?” • Turn those answers into quick-reference guides, peer trainings, or tip videos • Make them easy to access: shared folders, chat threads, even printed cards in shared spaces 🟡 Small learning moments stacked weekly beat a single 3-hour training every quarter. ⸻ 🔹 3. Skill Journey Maps What it is: Development plans co-created with employees that are personal, milestone-based, and growth-centered. Why it matters: When employees feel ownership in their growth, they move faster—and stay longer. Try this NOW: • Host “Grow With Me” sessions—managers ask, “Where do you want to be 6 months from now, and what skills will get you there?” • Work together to map out 1–2 tangible steps and what success looks like to reach the next level • Add progress check-ins to regular 1:1s—not just performance reviews 🟡 When people can see their own future in your org, they’re more likely to build it with you. ⸻ BOTTOM LINE: Your next competitive edge isn’t in hiring faster. It’s in building smarter. And smarter starts with: ✅ Bite-sized, focused upskilling ✅ Learning that fits into real workflows ✅ Career growth that’s co-created—not dictated What’s one step your team can test before next quarter to move from knowledge gaps to skill agility? Share your take—because the future of talent isn’t waiting. #TalentDevelopment #CareerGrowth #Upskilling #HRLeadership #LeadershipDevelopment #LearningInFlow #Microcredentials #FutureReady

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Sourcing has changed, but let’s be honest, a lot of team habits (and the metrics we measure) haven’t. I’m excited to co-host a this session with Andrea Barré where we’ll turn modern sourcing principles into real, day-to-day actions your team can actually use. What we’ll cover: The habits that separate “busy” from high-impact The metrics that matter now (and what to stop obsessing over) Practical moves your sourcers can apply immediately - Wed, March 25 - 12:00 pm ET / 9:00 am PT - 60 minutes If you lead sourcing, recruiting, or TA ops, or you’re trying to modernize how your team delivers, come join us. Register: https://lnkd.in/dTFAjcA6 #Sourcing #TalentAcquisition #DirectSourcing #Recruiting #TalentStrategy #TAOps #FutureOfWork #Hiring #AgileOne

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We’ve officially gone live with PeopleXD at G's Group🌱 This is a big milestone for our people and our businesses. Over the past months, teams from across our businesses, have worked incredibly hard to bring this to life. For our employees, PeopleXD gives clearer access to their information, simpler processes, and a more consistent experience - no matter where or how they work. For the business, it creates stronger foundations: better data, better insight, and the ability to support our workforce at scale as we continue to grow. Implementation is never just about technology - it’s about change, trust, and adoption. I’m proud of the collaboration and commitment shown across G’s Fresh to make this happen. A huge thank you to everyone involved, including our external consultants Lomarton. This is just the start.

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Grupo Bimbo opened registration for the 10th annual Bimbo Global Race, a leading cause-driven race to fight #foodinsecurity across the globe. 🍞🏃 The baking company will donate 20 slices of bread for each in-person race registration, and two slices for each virtual registration, with the goal of donating 3 million slices of bread to food banks worldwide. Read more ➡️ https://bit.ly/45h0qK9 #commercialbaking #bakingindustry #GrupoBimbo

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ICYMI 📣: Don't miss this week's top 3 stories from Bakingbusiness.com featuring ⬇️ 🍞 Flowers Foods & Subsidiaries keeps eyes on margins amid portfolio revamp https://ow.ly/woe850XrLCG 👨‍💼 Grupo Bimbo names new CEO as Pamias steps down https://ow.ly/qvja50XrLF2 🧁 American Bakers Association pledges to remove FD&C colors https://ow.ly/QC1u50XrLG1

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🚀 Future of Work: Key Trends for 2026 The newly released ManpowerGroup 2026 Global Trends Report, "The Human Edge," highlights 16 critical shifts across four major forces. Based on research from 40,000 employers and 12,000 workers across 41 countries, here is what you need to know to stay ahead in the evolving workforce: 🤖 1. Hybrid Super Teams The traditional hierarchy is being replaced by teams comprising humans, AI agents, and freelance talent. * Role Redesign: 39% of core worker skills will change by 2030. Organizations are moving toward "Role Redesign," breaking jobs into value-added parts shared between humans and AI. * AI Augmentation: AI is shifting from a research tool to a full participant in every workflow. * Gig Goes Big: By 2027, up to 50% of the workforce in developed nations could participate in the gig economy. 🧠 2. Rapid Relearning The "fast learner" is the new elite. * AI Literacy: Competencies like prompt engineering and ethical AI deployment are becoming essential. * Pre-Industrial Skills: Soft skills like empathy, intuition, and ethical judgment are the hardest to automate and will be the top growth skills for 2030. * Upskilling Renaissance: 91% of L&D pros agree continuous learning is now mandatory for career success. ⚖️ 3. Changing Norms As geopolitical and environmental stressors increase, workplace culture is under pressure. * The RTO Paradox: Many organizations are mandating a 5-day return-to-office, yet full-time onsite roles take 23% longer to fill than hybrid ones. * Trust & Equity: 68% of people believe business leaders purposely mislead the public. Additionally, 36% of frontline workers currently require a second job to supplement their income. * Power Surge: By 2028, AI will consume electricity equivalent to one-quarter of all U.S. households, making energy conservation a core workforce skill. ⏳ 4. The Succession Crisis A talent drought is looming as demographics shift. * Degree Doubts: The employment gap between degree and non-degree holders is the narrowest in 30 years. * The Leadership Gap: Only 39% of Gen X and 56% of Millennials aspire to management roles. * Knowledge Transfer: 57% of workers have never had a mentor, posing a "Brain Drain" risk as Baby Boomers retire. Success in 2026 won't just be about tech adoption—it will be about the "Human Edge"—using AI to amplify, not replace, our unique human strengths. #FutureOfWork #AI #WorkforceTrends #Leadership #Upskilling #ManpowerGroup Source & Credit: ManpowerGroup

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Puratos, the global leader in bakery, patisserie, and chocolate innovation, has unveiled two new Innovation Centers in Montreal, #Canada and Cartago, #CostaRica, delivering cutting-edge innovations in #bakery and #patisserie product creation. This expansion marks a strategic expansion of its global network. https://lnkd.in/gjzvMgCV #millinginsights #grains #flour #fortification #storage #silo #investments #training #wheat #foodsafety #durum #oilseeds #edibleoils #commoditytrading #newproduct #acquisition #bakingindustrynews #financialstatements #snacknews #suppliernews

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Advancing Sustainability at Thermo Fisher Scientific Monterrey We are happy to announce the inauguration of a new solar panel system at our Monterrey site, a key milestone in our Clean Energy Program. This project underscores our commitment to sustainability and #innovation, providing 15% of the site’s energy needs.🌍 This project reflects our deep commitment to #sustainability and innovation, as we take deliberate steps today to build a better tomorrow for our customers, colleagues, and communities. Thanks to the collaboration with Prologis and Beetmann, we are reducing our environmental footprint while continuing to innovate. Learn more: https://bit.ly/4mIuvZp Join us in Mexico: https://bit.ly/4mLzgkZ

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Why Did Best Buy ................ Why Did Best Buy Leave Mexico? In 2020, Best Buy announced the closure of all its stores in Mexico after more than a decade of operations. Although the brand was seen as innovative when it arrived in 2008, several factors explain its exit: Price-sensitive consumers: the in-store experience lost appeal compared to cheaper competitors. Rise of e-commerce: Amazon and Mercado Libre offered better prices, larger catalogs, and faster deliveries. High operating costs: running large stores with specialized staff wasn’t profitable in Mexico. Pandemic impact: COVID-19 accelerated sales decline and exposed the weakness of its digital channel. Lessons Learned 1. Adapt strategy to the local market. 2. Prioritize digital and logistics agility. 3. Control infrastructure costs in price-sensitive markets. 4. Build resilience during crises with diversified channels. 5. Combine physical and digital models to compete effectively. In short: Best Buy didn’t leave Mexico because of a lack of customers, but because it failed to adapt to the digital shift and the Mexican consumer. Thanks, Gerardo Vivanco Angle HR Manager +52 4444 292621

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3,000+ young chefs and baristas trained in Latin America last year 🚀 At Nestlé Professional, we believe our role goes beyond creating high-quality food and beverage solutions. We are committed to upskilling young talent to build a more diverse, resilient industry for the future. Through our YOCUTA program (YOuth CUlinary TAlents), launched in 2015, we’ve supported thousands of chefs aged 16–30 with the skills and confidence to pursue their culinary dreams. Today, the program spans 18 markets and continues to grow. For budding baristas, the Nestlé Jóvenes Baristas program (launched in 2021) offers virtual learning, career guidance, and hands-on coffee training — from immersive 360° plantation tours to visits at Nescafé plants. 📈 In 2023 alone, more than 3,000 students graduated from these programs — helping secure the future talent pipeline of our industry. 👉 Discover how we’re preparing the young chefs (https://lnkd.in/eE8s2FP) and baristas of tomorrow (https://lnkd.in/dQg4NksC). #YouthUpskilling #FoodService #Hospitality #NestléProfessional #FutureOfFood

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Great achievement for all of us at Jabil! Being named one of 2025's Responsible Companies by Grupo Expansión — with support from Sistema B — is a reflection of the work we do every day to build a more sustainable future.  From reducing waste and emissions to promoting inclusion and ethical governance, we’re committed to making a positive impact in Mexico and around the world. Get an inside look at how we manage wastewater in Guadalajara and Chihuahua! Learn more about our sustainability strategy here: https://lnkd.in/gkSwSGSp  #WeAreJabil 

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Hugo Gutierrez, VP, Global Quality Assurance at The Clorox Company, has a clear, consumer-centric vision for the future of quality. Discover how Hugo and other quality leaders are charting the future of quality management in the CPG industry. Explore our library of executive interviews: https://hubs.ly/Q03Y6G4Z0 #QualityAssurance #DigitalTransformation #BusinessValue #Clorox #Leadership

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A lot of insightful nuggets from #etfutureforwardsea My top 3: Train all leaders on technology basics to help implement tech changes in 1 month. The way to move forward successfully in a changing world is to do total enterprise reinvention, talent acquisition and development , sustainability initiatives, tech revolution- Ira Reyes, Accenture Shelf life of skills is 6 months. After that you have to reskill. The way to keep up with AI is to always keep upskilling. - Hans M, CHRO Kayana Solutions We were at 183% speed of change last yr. Listening is on all time low. We're not listening to understand. We're listening to respond. - Nitin Goil, Neuroleadership Insititute Plus great meeting HR leaders from different industries ☺️

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Great achievement for all of us at Jabil! Being named one of 2025's Responsible Companies by Grupo Expansión — with support from Sistema B — is a reflection of the work we do every day to build a more sustainable future.  From reducing waste and emissions to promoting inclusion and ethical governance, we’re committed to making a positive impact in Mexico and around the world. Get an inside look at how we manage wastewater in Guadalajara and Chihuahua! Learn more about our sustainability strategy here: https://lnkd.in/gs9v2B8e  #WeAreJabil 

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Looking for talent that’s skilled, cost-effective, and aligned with your culture? Mexico delivers. U.S. companies—especially in tech, marketing, and professional services—are increasingly choosing Mexico to build remote teams and expand operations. The reason is clear: access to qualified professionals with strong communication skills, competitive rates, and shared time zones. According to Coursera’s 2023 Global Skills Report, Mexico ranks among the top countries in business and technology skills in Latin America. But it’s not just about talent. It’s about ease of doing business. From visa-free collaboration to cultural compatibility, Mexico offers a smoother transition than many offshore alternatives. If you’re struggling to scale in the U.S. due to costs or hiring gaps, the solution might be closer than you think. 💬 Curious about building your team in Mexico? Let’s explore what’s possible. #Nearshoring #OutsourcingMexico #BusinessExpansion #CesarDiaz

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🔥 New labor reforms in Mexico just dropped — but HR, this isn’t just about compliance. It’s about transformation. Let’s be real: Paying minimum wage separate from tips sounds simple. But for HR leaders in hospitality and service, it’s a wake-up call to rethink comp, inclusion, and technology — all at once. Here’s how the bold survive (and thrive ): 👥 1. From loopholes to leadership: Formalizing wages isn’t just a legal checkbox — it’s a chance to rebuild our comp models. Minimum wage + structured tips = transparent, fair pay. Goodbye informality, hello retention. 🧠 2. Predictability is a psychological safety net: If you lead neurodivergent teams (like many in frontline hospitality roles ), you know unpredictable income = stress overload. Separate base salaries reduce financial anxiety and increase retention by up to 34% for ADHD employees. 📲 3. Propinas go digital = HR goldmine: Tip-distribution platforms (think: Tippit ) aren’t just fintech—they’re people analytics engines. Use real-time data to: - Spot burnout signals - Optimize shift patterns - Reward based on performance, not perception 🤝 4. This isn’t “set it and forget it” compliance: Equitable tip distribution needs co-designed systems with frontline input. Workforce committees, financial literacy partnerships, and yes — tech training for labor inspectors. HR has two choices: 🚧 Treat this as regulatory pain… or 🚀 Use it to build a more just, data-driven, mentally healthy workplace. Your move. 💬 How are you using legal changes as strategic advantages? Sound off. Let's co-create what’s next. #HRTransformation #PsychologicalSafety #FutureOfWork #NeurodiversityInWorkplace

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