Regional focal point in LATAM for Compensation & Benefits with focuses on programs and tools to support talent attraction, motivation and retention in line with Global HR strategy, ensuring our C&B practices are consistent, fair and aligned to regional markets.

Compensation policy management, participating in compensation and benefits surveys of the automotive and metallurgical segment, by using the Willis Towers Watson and Mercer methodologies;Base salary structure implementation in a car assembly plant (Iracemápolis-SP), by using the concept of multifunctionality;Fixed and Variable Compensation structure implementation "SelecTrucks", a related company of Mercedes-Benz;Compensation structures evaluation with financial impacts;Proposal of a management platform for benefits and non-financial incentives

Compensation policy management, participating in compensation and benefits surveys in diagnostic medicine segment;Compensation Structure review, involving Brazil and Latam positions with Towers Watson consulting support;Short term sales incentive review for commercial area, compared with market practices, resulting in overcoming sales by almost 10% compared to the same period of last year.Outsourcing Project leader for an automation of calculation and payment of monthly incentive sales process, supported by a specialized company, involving Sales, Market Intelligence and Finance areas;Workshops development for managers, in order to engage them in the appropriation of the philosophy of compensation concepts as a tool to generate results to the company.

Responsible for a salary review (merits and promotions) involving about 900 employees in 12 plants in Brazil, providing support to managers in disseminating the compensation policy and philosophy.

Compensation policy implementation for a plant in Goiânia-Go (former Unilever plant), with support from Taji consulting, involving about 1,000 employees through the evaluation of the new organizational structure, analysis of job descriptions, salary survey in the region, assisting the Business Unit in the adoption, planning, and implementation of the policy.

Compensation policy management, participating in compensation and benefits surveys in the pharmaceutical segment, involving local and Latam positions;The orientation of managers in the salary review process, headcount control, salary, and benefits budget and several reports to headquarters in the US;Implementation of a bonus local program for non-executive employees, analyzing the financial impacts and alignment with the practice of the pharmaceutical market;Responsible for Human Resources budget, estimating annual spending on employees;Participation in the organizational development project of the company, through an updated description of all job profiles, performing workshops with the support of consultancy Hay Group, enabling the identification and mapping of "gaps" between the professional profile desired by the company and the existing profile among employees;Participation in the implementation of the "Management Competence" model, with expert advice supportImplementation of an HR key Parameters Indicators, showing information such as turnover rate, a profile of employees (gender, age, length of service), performance curve by area, etc;

Compensation policy management by using Hay System.

Compensation policy implementation for manufacturing units of the company, involving about 1,000 employees;Coordinated the replacement of the health care plan by changing the employees’ contribution in the cost of the benefit;Responsible for benefits management.

Participation in compensation management policy, involving nearly 16,000 employees;Development of reports with HR indicators such as turnover; absenteeism; staff control; payroll costs and benefits;Responsible for the financial budget of Human Resources of all C & A Group;

Responsible for monitoring of expenses and payroll costs, benefits and outsourced services.Participation in the preparation of the Census of Human Resources (registration data).