Sócio fundador da g.lato, a "gelateria do futuro".

- Lead PE strategy to build a consumer centric organization enhancing employee experience. Delivery several action that enable eNPS in organization increase from 39pts in 2021 to 68pts by end 2022;- Guarantee efficient communication with all employees and different personas thru integrated channels;- Influence management team and senior leaders to enhance communication to deliver a better employee experience, increase engagement and inspire our people;- Build union strategy and lead complex negotiations across the country with 13 different unions, always delivering results in line with strategy definitions and budget, as well as developing leadership to take active role in union matters, also strengthening the relationship with employees and unions;- Deliver a holistic view and a humanistic approach into PE and communication initiatives. - Enhance organizational culture based on PMI leadership dimensions.- Employee experience champion, driving organization to run projects thru EX framework at affiliate level.

- Lead all P&C (HR) Operations in Brazilian market, developing new ways of working and migrating activities to SSC.- Benefits portfolio management (+BRL 50mio/year). Implementation of EAP (Employee Assistance Program), Gympass, new health plan design and other relevant benefits.- Employee experience champion, driving P&C team to run projects thru EX framework at affiliate level.- Humanistic view and extraordinary support to employees during pandemic period. - Lead at market level the implementation of key global project such as "P&C Portal" myPMI and local projects such as Time & Attendance controlling - processes automation, +50% reduction of labor infraction.- Conduct complex and relevant union negotiations, mitigating risks and building relationship with Unions.-Enhance team culture based on PMI leadership dimensions, building new capabilities and serving the team to thrive during PMI transformation.

Reporting to the HR VP Brazil, responsible to support AKSO projects in the Brazilian geo-market (CWB, RDO e RIO), such as:- Support AKSO strategic plan definitions to enhance the M&A of CSE, a company acquired by AKSO on Nov. 2016;- Design and implement HR integration plan - 100 day plan to accelerate the integration process;- Act as HR business partner for CSE management team supporting change management and cultural integration of the companies;- Support the "Four Lots" bid with HR strategic and relevant information which allow the company win the biggest project, more than 300MM, in CSE history on Aug. 2017;- Build and delivery with support of functional team (C&B and OD) HR diagnosis of CSE, proposing changes and new delivery model;- Implement initiatives to standardize HR process and procedures and start to create a new HR culture;Design and implement union relations strategy for AKSO BR, driving successful CLA, “PLR” and other relevant negotiations with the metallurgic union in the previous years, as well as a new communication approach with the employees - more than 6MM savings vs 2016 budget;- Act as a leader and facilitator providing the best possible union relationship, including with internal delegates.

Reporting to the HR VP Brazil, dot lined to the Global Head of Reward, responsible to support AKSO projects in the Brazilian geo-market (CWB, RDO e RIO), such as:- Support HR Brazil strategic plan definitions and implement initiatives ensuring that the total compensation strategy is aligned to the organisation objectives;- Design and implement union relations strategy for AKSO BR, driving successful CLA, “PLR” and other relevant negotiations with the metallurgic union in the previous years, as well as a new communication approach with the employees and managers.- Design and implement key benefits such as flextime and the new pension scheme launched in 2014, covering all AKSO employees. Also responsible for benefits suppliers renegotiations, compensatory time off, among other initiatives that generated over BRL 1.5M in savings/cost reductions during the last couple of years.- Design and ensure all recognition programs such as “merit cycle, variable pay programs are implemented aligned with local needs and global reward approach. Lead the implementation of Career Model in 2015, as well as act as an important player in the Global Reward Team on the variable pay program project currently under review by the company;- Maintain, update and improve compensation and reward-related personnel systems and records monitoring the service level of the payroll and other-related partners.- Lead implementation of new payroll/HR system – ADP during 2015 foreseeing processes optimization, as well as better records and compliance.- Act as a leader and facilitator providing the right guidance, evaluating and reviewing teams accountabilities and helping the team to develop the correct skills to achieve the expect results. Relevant impact during 2014 AKSO split worldwide, as well as during HR team reorganization in 2015.- Since December 2015 acting as a HR BP for the Supply Chain team, supporting the leadership of the area in the ongoing restructuring process.

Reporting to Reward Manager LATAN South supporting PMI projects in Brazil and the region:- Support LA South region strategic plan definitions and implement initiatives ensuring that the total compensation strategy was aligned to the organisation objectives;- Support the development and implementation of compensation & benefits practices in the region aligned with PMI total reward approach;- Monitor and evaluate compensation practices in Brazil throughout salary surveys and the "compensation planning" ensuring the company compensation was aligned with market practices and company budget;- Ensure all recognition programs such as “merit cycle", variable pay programs, spot awards, etc were run aligned with global approach;- Ensure all reward initiatives complied with Brazilian legislation and PMI global compliance;- Support implementation/revamp of benefits such as private pension scheme, health plan, dental plan and eTravel.

Joined the company as an HR trainee, reporting to HR Manager, supporting WEG’s manufacturing plant in Argentina, Portugal, Mexico, China and India and another 20 commercial offices abroad, plus 45 expatriates:- Successfully completed WEG’s trainee programme with a deep overview of all HR departments.- Lead the HR diagnostic in 8 European countries during about 2 months, presenting a HR proposal to support the company on these countries. - Structured WEG´s global mobility processes by developing procedures and workflows to optimize the work, as well as creating the “Mobility Potential Assessment”, providing better assertiveness on global mobility process. - Conducted about 15 expatriation processes to countries such as China, USA, Holland, India, England, Mexico and Sweden. - Developed job descriptions for key global roles, as well as actively participate in the selection of employees for strategic positions abroad, such as the Plant Manager for WEG China.- Participated as a company representative in the GADEX group (“Grupo de Administração de Expatriados”), attending monthly meeting in São Paulo. - Engaged in several HR Projects of the company, such as Organizational Climate Surveys, supporting the material submission, helping WEG achieve during 2006 and 2007 the label of one of the “best companies to work for in Brazil” by Exame and Valor Carreira Magazines.

Initially reporting to Administrative Manager, supporting the “Partnership Schools Group” associated to Grupo Bom Jesus system in Curitiba. Afterwards, lead the financial department of Pari unit, in Sao Paulo, leading a team of 6 professionals, responsible to decrease the default rate by 8.55% (from 21% to 12,45% - a result around BRL 950K), as well as to increase non-operational revenue by 200% (from BRL 48K to BRL 150K per year).

Reporting to the Commercial Manager, lead a team of 22 direct employees and 12 contractors supporting the commercial area of the organization.