Aline M. Email and Phone Number

Leadership of Attraction and Selection Executive, Corporate and National Operations (structure review, implementation and reporting of Selection indicators, construction of the project area of ​​transversal themes in HR).- Implementation of ATS d Selection, Recruiting Marketing, KPI's, selection data analysis;- Governance of national norms, processes and politics;- Responsible for Career Programs (Apprentice, Internship, Trainees, Women in operation);- Expansion of new Garages;- Implementation and leadership of Diversity and inclusion;- Participation and implementation of ESG;- Responsible for the employer brand;- Responsible for candidate and employee experience;- Participation in the implementation of payroll system;- Implementation of exit interview and TO data crossing;

Responsible for the HR Projects, Attraction Programs, Attraction and Corporate Selection, Operations (management and trainee positions) and governance processes in Brazil.

Performance with Corporate HR (DO and R&S), serving the Presidency areas, Strategic Planning and Talent Manager Responsible for the governance of themes and projects related to Attractiveness, Recruitment, Selection, Onboarding and Talent Programs at Assaí, in addition to managing the Corporation's Assaí Recruitment and Selection team. Team leader of 12 people, divided between team Projects R&S and A&S. • Digital transformation project in recruitment and selection. Development of automated solutions, with artificial intelligence and focus on the experience of the candidate, manager and team, providing significant gains in productivity and cost reduction. Implementation of Gupy; • Relaunch of the internal digital recruitment process, integrated with the integrated career management process; • Employee experience (from attraction to offboarding); • Trend analysis – Proactive assessment and identification of people issues and opportunities via data and scenario analysis supported with formulation and presentation of solutions in partnership with HR colleagues, leadership and other key stakeholders; • Talent management – Oversight of talent initiatives for department; • Design, development and management of internal programs: Operations and Commercial Trainees • Management in Attraction, Recruitment and Selection of programs and corporate vacancies (business and Executives recruitment); • Process Governance, Management and Training (Stores, CDs and Regional Offices (Guidelines, Training and Support); • Indicators in the area with emphasis on reaching the goal of women every year, as well as lower turnover in the business category; • Strategic planning for A, R & S; • Active support to the BU´s BP´s regarding the issues listed above.

Acting as leader of Digital Transformation and Innovation Projects as generalist HR in DO, T&D and Corporate R&S and Operations, as well as Business Partner to interface the strategic planning of the board with the operation (rules and guidelines to be implemented). - Digital Transformation in A, R & S: Identify opportunities and tools for the business to improve the experience of the candidate, internal customer and consumer. - User experience: propose improvements for the user experience in A, R & S tools, through digital methodologies and technologies, as well as benchmarking with reference companies in the digital HR area; - Responsible for managing the team that works with A, R & S projects; - Governance of Partners and Suppliers (Map, establish and manage partnerships); - Indicators AR&S; - Budget; - Employer Branding; - AR&S and Diversity Guidelines (Apprentice and PwD);- Continuous Improvement (Satisfaction Survey); - Best R&S Practices (Policies and Processes); - EVP; - Review of R&S Tools;- Relaunch of Internal Recruitment (Strengthening at Headquarters); - Governance Process , Management and Training (Stores, CDs and Regional Offices (Guidelines, Training and Support); - Brazil Operations Attractiveness and Recruitment Center.

Working in Strategic Planning at GPA team in generalist HR cycles and processes (DO, T&D and Engagement), Business Partner and large experience in the area of ​​Attractiveness, Recruitment and Selection in operations, corporation and Diversity, with experience in implementing projects of digital transformation in R&S, Onboarding and Offboarding / Outplacement. • Responsible for Onboarding Projects, Internship Program, Trainee Program, Employeer Branding and Culture, supporting other digital transformation projects in R&S and the Corporate internal selection process; • Support in the talent program and company career path; • Support in the construction of the Explore International Onboarding Project; • Active support to the BU´s BP´s regarding the issues listed above; • Negotiations with suppliers; • Benchmarking with other companies for innovative and digital trends in HR;

Operations leading of the Brazil at attraction and recruitment team, leading a team of 17 employees in recruiting and selecting all retailers, whose focus is to hire the operational, leaders and managers, through the online platform, as well as the implementation of operational capacity indicators. of the selection team. • Expertise projects to create and automate processes in management tools and monitoring improvements; • Indicators of impact on business / area results; • Training of internal employees for online selection process to implement the project at GPA and acting as an interface with HR and client areas, proposing solutions aligned with the business strategy; • HR + Project (Implementation of the integrated HR system) participation, working in the A&S area in the analysis and redesign of standards, policies and processes for the group companies, acting in interface with all HR areas, aiming at the synergy of GPA business and processes; • Draw up a plan to achieve closed vacancy goals: develop strategies to control demand, recruitment, selection, as well as control the flow of candidates in the database; • Responsible for the Management of the Screening and Attractiveness Center, where I supervise a team of 12 people and divide vacancies by region, by quotas and internal promotion programs; • Application of tests: Wave, quantum and DISC; • Support for Succession Projects and Programs;• Active support to the BU´s BP´s regarding the flow of vacancies, procedures and A & S standards, candidates, disclosures for capturing resumes; • Work together with the coordination in the strategies to be taken to improve productivity and management.

Acting in the area of ​​attraction, recruitment and selection leading the implantation of the process of digital transformation / selective process online Brazil level: Interior of SP, Baixada, Vale and other states of Brazil, such as Paraná, Midwest, North, Northeast and Rio de Janeiro.• Responsible for ensuring the closure of vacancies in the online flow, where we move from the printed curriculum to online bank of candidates, where I work with continuous improvements of system parameters and quality of service;• Implementation of Recruitment and Selection indicators: ability to measure team productivity;• Participation in employee development programs - performance evaluation

Performance in Recruitment and Selection of the Interior (east zone) of São Paulo, with performance in stores that have open positions - radius of 400 kilometers. • Responsible for the cell allocated in Ribeirão Preto, with 23 stores, working with indicators and performance of results, store expansion and transformation projects and operational excellence; • Performance and performance assessment for GPA development projects and programs, such as trainee and succession; • Application and correction of psychological tests; • Experience with drafting opinions and interview reports; • Conducting and carrying out group dynamics for different hierarchical levels.

• Responsável pelo sistema de recrutamento, vagas, triagem de currículos, seleção, entrevista de candidatos (foco em mão de obra operacional), integração e cadastro de colaboradores;• Departamento de Pessoal: controle de dossiê/documentação do empregado, admissão, demissão, férias, abono, licença, folha de pagamento, aposentadoria, PLR, 13º salário, exames médicos e de saúde ocupacional (PCMSO), PPP;• Administração do controle de ponto eletrônico, crachás, cadastro do número de funcionários e implantação do sistema ERP que atende a portaria 1510;• Análise de benefícios: pesquisa salarial, cotação de mercado (o que as empresas oferecem), seguro de vida médico, odontológico, vale alimentação/refeição, medicamentos, incentivos, seguro de vida, vale transporte, terceirização, crédito consignado, estudos de bolsa, lazer/eventos, entre outros ;• Relatórios mensais de planilhas de custos diretos e indiretos de mão de obra, além de elaborar planilhas mensais de estimativas ao final de cada ano;• Apresentação mensal da folha de pagamento, com análise de custos e encargos, despesas e benefícios para diretores e coordenadores;• Criação de indicadores de qualidade de absenteísmo e rotatividade;• Presidente da Cipa e responsável pela semana da SIPAT;• Acompanhar as negociações da categoria sindical, tomando as providências decorrentes de acordos coletivos, acordos e divergências;• Manter a descritivo de função atualizada;• Na área de controle de qualidade, criação de formulários utilizados na área de recursos humanos (movimentação de funcionários, controle de EPI, avaliação do tempo de experiência, avaliação da eficácia do treinamento, relatório de análise de acidentes de trabalho, cronograma de treinamento , roteiro de integração, subsídio e histórico de treinamento individual);• Participação em reuniões de qualidade e estratégia da empresa, com foco no desenvolvimento e versatilidade dos colaboradores.