Bruna Sabatini Pedroso Toledo Email and Phone Number

• Development of a business from the ground up, including business structuring, policies implementation and management, decision-making based on analytics, people and financial management aligned with business goals.• Focused on people processes implementation and management, including team incentive programs, training, performance reviews, career and succession planning aligned with the technical and behavioral competency needs for business strategy, recognition programs, short and long term incentives, talent aquisition, talento retention program, merit, bonus, profit sharing, salary surveys (Willis Towers Watson, Mercer Marsh and Korn Ferry) and benchmarking with construction industry, as well as the organizational culture development and management. • Structured and implemented processes, using analytics for decision making, resulting in a decentralized management and autonomous operation.• Diversity Project implementation, inviting speakers who are physically disabled, LGBTQIAP+, women, people from different country regions, and various races, expanding the participation to other employees in the same business location (Marco Zero in São Bernardo do Campo) and BNI (Business Network International) groups.• Structured a mentorship program recognized by the Brazilian Ministry of Education (MEC) at the postgraduate level for creating and managing construction industry businesses, teaching over 500 professionals on how to structure a business.

• Managed a team of 4 HR professionals as HRBP for the Purchasing, Quality, and Manufacturing areas, supporting business areas and leading all People Cycle initiatives – performance reviews, calibration meetings, succession planning, people development, internal and external moves, and defining compensation actions at all management levels.• Managed the 360 Feedback cycles and Organizational Workplace Environment Surveys, as well as the Action Plans results with leaders at all levels.• Leadership of executive committees for local and global people development at the senior management and VP levels.• Responsible for organizational designs related to reducing operations in Brazil, defining new structures and competencies needed in the short and medium term, reviewing the current team competencies, planning trainings, development and recruitment actions, supporting the systems implementation for roles reduction.• Responsible for People Review materials for global leadership, based on data analysis.

Total Rewards and Expatriates Supervisor – Jul/16 to Mar/17Senior Compensation Analyst – Nov/14 to Jun/16Compensation Analyst II – Jan/14 to Oct/14• Responsible for a team of 2 HR professionals and for managing the entire company’s Compensation cycle in Brazil and overseeing South America.• Involved in all Total Rewards and Expatriate routines and policies: salary tables, proposals, organizational structure, roles, salary surveys (Willis Towers Watson and Korn Ferry), benchmarking, merit cycles, short and long-term incentives, retention programs development, support on all Labor negotiations, promotion policies, salary grade table progression and data analitycs.• Conducted salary surveys, results analysis in terms of competitiveness, compensation and benefits policies review, developed proposals for the next Compensation cycle and conducted the presentation for the global team approval.• Participated in the Automotive Compensation Committee, elected as vice-coordinator, and in the Executive Salary Group, conducting benchmarking on best HR practices and Compensation and Benefits packages.• Led the project to review the total Executive Compensation package, aiming to reallocate resources from Long-Term to Short-Term Incentives, resulting in a more competitive package, with greater retention potential, and reducing tax burden and overall costs for the company.• Conducted a Total Rewards Workshop for all company leaders and HRBPs to develop their understanding of Compensation policies. This project resulted in significant improvements on leadership communication and HRBP management, as well as professionals satisfaction.• Elected as the South American Compensation Representative on the Global Committee at headquarters in Dearborn US for the HR technology transformation project, aimed at enhancing the accuracy of Total Rewards decision-making, based on HR Analytics.

Compensation and HRBP II – Oct/13 to Dec/13Compensation and HRBP Analyst I – Mar/12 to Sep/13HRBP and Talent Acquisition Assistant – Jul/10 to Feb/12• HRBP for the business areas: Ford Bank, Finance, Accounting, Wholesale, Retail, Marketing, Sales, Legal, IT and Compliance.• Managed the 360 Feedback cycles and Organizational Workplace Environment Surveys, as well as the Action Plans results with leaders at all levels.• Executed People Cycle activities – performance reviews, calibration meetings, succession planning, people development, internal and external moves and defining compensation actions at all leadership levels, with direct reporting and alignment with the local and regional team.• Focused on organizational design linked to better business returns, working closely with the Sales Director to increase position accuracy and efficiency, directly impacting the business's financial results.• Responsible for the entire planning and execution of the annual Compensation cycle. Involved in Compensation routines and policies, salary tables, proposals, organizational structure, roles, salary surveys, benchmarking, merit cycles, short and long-term incentives, sales commissions, promotions and data analysis.• Participated in the automotive bank benchmarking committee and worked with specialized consulting firms for salary surveys (Mercer March and Hays).• Maintained relationships with the union for collective agreements involving profit-sharing, collective vacations, and salary adjustment negotiations.• Responsible for Recruitment and Selection, implementing a database system, screening, competency-based interviews, group dynamics, testing and hiring new employees.• Coordinated the Diversity Committee, leading monthly groups to address important diversity topics, cascading information to the leadership, and organizing the annual diversity event.

• Management of the executive vehicle benefit, responsible for vehicle replacement, inventory control, and benefit cost management.• Participation in a global project for the implementation of a fleet management system, customizing the system to meet local requirements.

• Temporarily hired to join the organizational design team for the Mergers & Acquisitions of the Jaguar & Land Rover brands acquired by Tata Motors.• HRBP for the Volvo, Jaguar, and Land Rover brands, with daily interaction with the global team to manage people in alignment with the company’s global business strategies.

• Interned in HR Business Partner area for Truck Marketing and Sales, Corporate Governance and Strategic Marketing.• Responsible for the entire recruitment and selection process for the internship program at the São Bernardo do Campo plant, managing group dynamics, tests, interviews, university fairs for talent attraction, and admission processes.