About

P&G-trained, Wharton-educated HR executive with 23 years of progressive experience delivering workforce transformation, HR operating model modernization, and digital enablement at Fortune 50 scale.

Stephanie Colores Bueno - P&G HR Executive

Executive Profile

I partner with CEOs and senior leadership teams to modernize talent systems and drive adoption at scale—aligning people, process, and technology to deliver measurable business outcomes.

  • Transformation leadership: Workforce strategy, organizational design, and operating model implementation across multi-region Fortune 50 enterprises.
  • Digital HR excellence: Process simplification, governance frameworks, enterprise analytics, and large-scale change management.
  • Leadership development: Culture change, executive enablement, performance systems, and succession planning at scale.
  • Enterprise complexity: Proven track record across large, multi-stakeholder, global organizations including 23 years at Procter & Gamble.

Executive strengths

  • Business partnership: Deep understanding of P&L dynamics, growth strategy, and operational execution. Clear linkage between HR initiatives and bottom-line business outcomes.
  • Transformation adoption: Track record of initiatives that become operating reality—not just strategy documents. Systematic approach to sustainable change.
  • Governance & accountability: Expert in designing decision rights, operating cadence, and measurement systems that drive results at enterprise scale.
  • Executive credibility: Trusted advisor to C-suite leaders across functions and geographies. Fluent in business language and board-level dynamics.
Connect View impact

Leadership approach

Sustainable change is delivered through disciplined operating systems: strategic clarity, governance frameworks, leader enablement, and rigorous measurement of adoption and business outcomes.

Strategic Clarity

Translate enterprise strategy into clear roles, routines, and decision rights. Ensure alignment across functions and geographies.

Operating Cadence

Design weekly and monthly rhythms that drive execution, accountability, and continuous improvement at scale.

Disciplined Measurement

Track adoption metrics and business outcomes with rigor. Use data to accelerate change and demonstrate ROI.

Background

With over two decades at Procter & Gamble, one of the world's most respected consumer goods companies, I've led HR transformation initiatives across diverse business units, geographies, and organizational levels. This experience provided deep exposure to enterprise complexity, global operations, and the discipline required to drive change at Fortune 50 scale.

My expertise spans the full spectrum of strategic HR: from workforce planning and organizational design to digital transformation and culture change. I've partnered with business leaders to modernize HR operating models, implement enterprise technology platforms, and build leadership capability that delivers sustained competitive advantage.

Currently completing executive education at Wharton School's HR Officer Program, I continue to deepen my expertise in the evolving landscape of workforce strategy, organizational effectiveness, and human capital management.

Education & Professional Development

Executive Education

  • Wharton School, University of Pennsylvania
    HR Officer Program (Executive Education)
    Expected completion: 2026

Academic Credentials

  • Master's Degree
    Psychology
  • Bachelor's Degree
    Industrial Relations

Academic Foundation: Psychology training provides deep understanding of human behavior, motivation, and organizational dynamics. Industrial Relations expertise offers comprehensive knowledge of workforce systems, labor economics, and employee relations. Wharton executive education synthesizes cutting-edge research with practical application for senior HR leadership.

Professional Experience Highlights

Representative experience from 23 years of progressive HR leadership at Procter & Gamble:

  • Global transformation initiatives: Led enterprise-wide workforce transformation programs affecting operations across 40+ countries and multiple business units.
  • Digital HR implementation: Drove adoption of enterprise HR technology platforms including ERP systems and Workday, achieving measurable ROI through process optimization.
  • Operating model design: Designed and implemented HR operating models that improved service delivery, decision speed, and cost efficiency.
  • Leadership development: Built and scaled executive development programs, succession planning systems, and talent review processes.
  • Change management: Led culture change initiatives supporting major business transformations and strategic pivots.
  • C-suite partnership: Served as trusted advisor to business unit presidents, functional leaders, and regional executives on talent strategy and organizational effectiveness.