Patrícia Carvalho
About Patrícia Carvalho
Patrícia Carvalho is a People Partner with extensive experience in human resources, currently working at Onfido since 2019. She has played a significant role in launching new company entities in Portugal and Germany and has a strong background in improving employee engagement and performance processes.
Current Role at Onfido
Patrícia Carvalho currently serves as a People Partner at Onfido, a position she has held since 2019. In this role, she is responsible for managing employee experience and human resources, focusing on business partnering and projects aimed at enhancing team engagement and development. Her work involves strategic initiatives that align with the company's goals and culture.
Previous Experience at Onfido
Prior to her current role, Patrícia worked at Onfido as the People and Culture Manager from 2018 to 2019. During her tenure, she played a significant role in launching two new company entities in Portugal and Germany, contributing to the company's expansion efforts in these regions.
Experience at Novabase
Before joining Onfido, Patrícia was employed at Novabase as an HR Business Partner from 2013 to 2018. In this capacity, she managed various human resources functions, supporting organizational development and employee engagement initiatives.
Educational Background
Patrícia Carvalho holds a Licentiate degree in Sociology from Instituto Superior de Ciências Sociais e Políticas, where she studied from 2007 to 2011. She also completed a CCP - Curso de Formação Pedagógica Inicial de Fomadores at 1/2 de Palavras in 2012. Currently, she is pursuing an Executive Master in Gestão Estratégica de Pessoas e Liderança at INDEG-ISCTE Executive Education, which she began in 2023.
Key Initiatives and Achievements
Throughout her career, Patrícia has launched several initiatives aimed at improving organizational processes and employee satisfaction. Notably, she launched NUniversity, a centralized learning initiative designed to enhance self-learning accountability. Additionally, she successfully reduced the performance review process duration from thirteen to five weeks, improving feedback collection and overall review quality. Furthermore, she improved the employee Net Promoter Score (eNPS) from 27 to 47 within three quarters by focusing on culture goals related to trust and personal growth.