Reporting to: HR Director. Team: 25 people. Responsible for all corporate compensation, rewards, benefits and Recruitment practices for Brazil, South America and Caribbean.Main Projects:· Redesign of organizational structure· Long -term variable compensation model review· Hay Job evaluation methodology implementation· Attraction strategy programs review· Wellness programs structuring· Health and dental care model review

Reporting to: HR Senior Manager. Team: 3 people. Responsible for all corporate compensation practices. Also, responsible for defining the strategies of the organization's reward and expatriate programs through analysis of best market practices aligned with company goals.· Executive compensation review· Long -term variable compensation model review· Global mobility policy design

Reporting to: HR Senior Manager. Team: 5 people. Responsible for compensation, benefits and trade union relations. Total compensation management, benefits pack policies and studies. Responsible for defining the goals and strategies of the organization's reward programs, through the best practices market analysis aligned with the company goals.· Compensation and benefits policies development;· Harmonization of benefits due to some mergers;· Collective agreement negotiation;· Establishment of wage scale and the operating rules policies;· Stock option plan review;· Career structures review;· Contracts renegotiation with HR suppliers;

As HR Business Partner:Responsible for performing the interface of all the human resources areas for Brazil and USA - NY, aligned with company strategic objectives, focusing on development, compensation, training and coaching. Implement best HR practices contributing to attracting, developing and retaining talent.Main Projects:· HR policies alignment for NY / U.S branch, strengthening human resources best practices and the Itau BBA culture;· Leadership in implementing the climate survey, with employee engagement (methodology Great Place to Work). Definition and implementation of an action plan with the company leaders involvement;· Effective participation in the Itaú Unibanco acquisition process, especially in the stages of team building, analysis of best HR practices and better compensation and benefits plan, unifying policies and procedures;· Leadership in the performance appraisal committees (nine in box).As Compensation Specialist : Improvement of variable compensation plans, as well as the fixed compensation strategy, adapting it to the peculiarities of the areas and market. Conducting studies and benchmarks to propose creative solutions related to management positions, salaries and key benefits, preparation and presentation of HR indicators. Also responsible for the bonus amount calculations to be paid. Participation in the development of long-term incentive plan, salary surveys and market practices analysis.Main Projects:· Total compensation strategy positioning;· Back office total compensation plan review, from conception to the communication process;· Analysis and development of compensation, benefits and HR policies and processes in order to harmonize HR practices, post-merger with Unibanco (wholesale banking and investments )

Responsible for performing the interface of all Human Resources products and processes, with a focus on development, compensation, training and coaching. Implementation of best HR practices contributing to attracting, developing and retaining talents.· Structuring the human resources business partner area for the operations areas, facilitating discussions about people and HR products improvement;· Implementation of the intern program aligned to company values and technical career development, developing internal talents.

Compensation and HR development consulting. Focus on salary surveys (customer prospecting, job matching, technical analysis and development of final reports for submission to the client), performance in job evaluation projects (using Mercer IPE tool) and job descriptions, developing global mobility policies and cost and quality of living reports.· Developing salary surveys to evaluate the company competitiveness in relation to market practices;· Participation in the project of improving quality and cost of living reports for expatriate management.