Dayane Mendes Email and Phone Number

As a Career Consultant, I am responsible for analyzing clients' professional profiles, aiming to expand their opportunities for professional development and help them achieve their career goals. Key responsibilities:- Detailed assessment of clients' professional profiles, identifying strengths and areas for improvement;- Diagnosis of knowledge and skills gaps, offering personalized suggestions for development;- Proposing strategic pathways for the continuous improvement of technical and behavioral competencies;- Designing individualized development plans, aligned with clients' needs and career goals;- Ongoing monitoring and support to ensure progress in skill and competency development.

Responsible for the People Management strategy at Grupo Barcelos, leading a team of 35 professionals and impacting over 4,000 employees. The main challenge was restructuring the department to support the company’s growth and integrate a new operation acquired through M&A.Key activities:- Development and implementation of People products aligned with business goals and organizational culture.- Redesign of the recruitment and selection process, resulting in reduced SLA for vacancies and improvements in agility and accuracy in hiring. We achieved the goal of hiring over 300 employees for the seasonal end-of-year period.- Structuring and implementing the Business Partner model, with clear definition of roles and responsibilities, facilitating integration between HR and business areas.- Creation of a recognition program that increased employee engagement and sense of belonging, strengthening the organizational culture.- Implementation of the Internal Communications and Culture department, defining strategies, conducting climate surveys, creating an annual event calendar, and revitalizing communication channels, leading to a 35% increase in engagement on the internal social network.- Development of a Leadership Development Program for 100% of leadership (+250 leaders) and an annual training plan for stores, distribution centers, and corporate teams.- Strategic partnership with leaders to align HR practices with business objectives.- Design of people analytics analyses, generating insights for strategic decision-making.- Oversight of payroll integration and implementation of benefits policies, ensuring competitiveness and compliance with compensation and benefits practices.

I worked as the Learning and Development Manager during the post-merger period between Lojas Americanas and B2W Digital, which resulted in the creation of the new brand, Americanas. I faced the challenge of integrating Corporate Education practices and processes that impacted over 30,000 employees.Key activities:- Preparation of periodic KPI reports and results for the board, ensuring transparency and monitoring of goals.- Preparation of strategic presentations for the Board, highlighting insights and progress.- Development and implementation of learning paths for all levels (executive and operational) to enhance skills and support continuous development.- Responsible for the corporate and store onboarding program, ensuring an effective and engaging integration process, achieving an NPS of 96.- Identification of training needs and development of updated, relevant content for the organization.- Strategy and management of the Internship, Trainee, New Talents, and SummerJob programs, contributing to the formation of over 200 talents.- Liaising with training providers, identifying new partnerships to add value to employee development.- Management of the LMS platform with over 300 content pieces and an NPS of 84, optimizing usage and promoting continuous learning.- Management of the Leadership Development Program for senior store leaders (+70 leaders), aligned with organizational guidelines.- Restructuring the Internal Multipliers Program, strengthening the culture of knowledge sharing by conducting over 65 training sessions annually.

Management of the HRBP structure for stores and the Corporate Training & Development area, with the challenge of supporting the business and adapting HR strategies to respond to the demands and complexities brought by the pandemic.Key activities:- Managing a team of 50 HR professionals responsible for supporting over 1,700 stores, ensuring the integration and alignment of people management practices with more than 20,000 store employees.- Adapting the store Trainee program selection process to a fully digital format, with over 20,000 applicants and 13 hires across Brazil.- Implementing the Corporate University and the LMS platform, expanding access to training content and promoting continuous learning with over 100 asynchronous courses available.- Organizing the first annual national convention in a digital format, with over 1,800 leaders participating, strengthening engagement and strategic alignment in a new format.- Redesigning commercial training for sales events, such as Easter, focusing on assertive sales practices tailored to the market. Conducting 4 annual events for the 1,700+ store managers.- Creating learning paths focused on digital mindset, impacting over 7,000 employees, encouraging store operations to adopt an innovative and tech-driven vision.- Developed learning paths for all store positions, using methodologies such as Design Thinking and 6Ds, organizing over 200 content pieces across more than 10 paths to ensure effectiveness and applicability.- Managing the 43 training centers across Brazil.

Management of the HRBP structure for Stores, aimed at supporting the company's accelerated growth and ensuring that people management practices sustained the expansion plan with the opening of 800 stores from 2015-2019.Key activities:- Managing a team of 25 HR professionals responsible for supporting over 1,000 stores, ensuring the integration and alignment of people management practices with more than 10,000 employees.- Supporting the definition of Internal Communication actions, ensuring the effective dissemination of information.- Focusing on talent development and retention, leadership practices enhancement, and building high-performance teams.- Managing the Talent Aquision process for store leadership positions, with an average annual hiring of 220 professionals. Focused on developing new talents to strengthen the leadership pipeline.- Managing the Store Internship Programs, hiring an average of 150 interns annually, as part of the support for organizational growth.- Preparing reports on indicators and results for the board, promoting goal tracking.- Overseeing the performance evaluation cycle for over 1,000 leaders, focusing on feedback and succession planning.- Coordinating the promotion process for leadership positions, with an average of 500 annual movements, ensuring internal development and recognition of potential.- Engaging stores in the GPTW survey, achieving over 60% participation and 80% satisfaction, resulting in certification for four consecutive years (2019-2022).- Organizing the annual in-person national convention for store managers, promoting strategic alignment and engagement for over 1,600 leaders.- Developing a leadership training program for over 1,500 store managers, contributing to the qualification and enhancement of local leadership.

Representative of the People area for the regions of Rio de Janeiro and Minas Gerais (120 stores). Key activities:- Talent Acquisition;- Implementation of the new onboarding model for new employees in the region;- Development of training programs and needs assessments, as well as preparation of educational materials and necessary resources;- Control of e-learning and in-person training with input into the PeopleSoft system;- Monitoring the Internship and New Talent Program;- Management of internal job openings and promotions for strategic positions;- Support of talents;- Monitoring headcount;- Visiting and monitoring stores to analyze climate and performance;- Conducting exit interviews;- Structuring and implementing a new entry-level program for training future store managers.

- Supporting employees;- Aligning available roles and profiles with managers;- Managing and recruiting for internal job openings;- Coordinating and monitoring vacancies with consulting partners;- Supervising promotions;- Conducting onboarding and offboarding processes;- Supporting the request and approval of benefits;- Tracking employee absences;- Monitoring KPIs;- Supporting Internal Communication and Recognition processes;- Developing the annual training schedule for Operational and Administrative staff;- Managing the execution of training according to regulatory standards.;- Analyzing Individual Development Plans for plant employees;- Managing the Technical and University Internship Program;- Creating supporting reports for decision-making;- Acting as a facilitator in a change project.

Responsible for the logistics of training at the factory located in Santa Cruz. During this period, I also gained experience in Talent Acquisition, participating in the interviews with PWDs, as well as being involved in a training and retention project for interns. Key activities:Support for employees;Contact and negotiation with suppliers;Scheduling courses according to shifts;Organizing materials and rooms for training sessions;Delivery and archiving of certificates;Entering completed training in SAP;Processing invoice payments.

Working in people operations, I gained experience in labor routines such as: Admission (legal documentation, employee registration, annotations in the work card, CAGED); Employment contracts (fixed-term and indefinite-term), contractual changes, working hours; Absences (maternity leave, sick leave, work-related accidents); Compensation (overtime, night shift premium, hazard pay, unhealthy work premium, paid weekly rest); Deductions (INSS, IRRF, union contribution, transportation vouchers, advances, absences); Vacation; 13th salary; Termination routine (types of terminations, impediments to termination, notice period, termination contract, homologation, unemployment insurance).

Responsible for the Projects team (5 people), my role involved directing and monitoring the activities of the area, supporting the definition and achievement of objectives, and overseeing the progress of projects. As a director, I reviewed the project workflow, optimizing processes and reducing response time to clients.

As a Consultant, I maintained contact with the client, conducted a diagnosis of the company, developed the proposal, and negotiated it. While working as a consultant, I was a Project Manager, where I enhanced my knowledge regarding the variables involved. As a manager, I was responsible for ensuring the smooth progress of the project, ensuring it met the pre-established criteria for quality, cost, and scope.