Fernando Silva Email & Phone Number

State Of São Paulo, Brazil

São Paulo, Brasil

• Responsável pela implantação das políticas corporativas de RH, onboarding, e outplacement;• Gestão do budget de pessoas e das rotinas de departamento pessoal;• Estruturação de cargos x salários;• Implantação do pacote de benefícios;• Responsável pelo ciclo de recrutamento e seleção (interno e externo);• Responsável pela estruturação de desenvolvimento humano organizacional (DHO);• Elaboração de indicadores de desempenho;• Orientador para ações estratégicas dos clientes externos relacionado a RH.

Guarulhos, Sao Paulo, Brazil

• Application and maintenance of HR policies;• Budget management for internal marketing, onboarding, T&D, Headcount, employee health and well-being projects;• Management of KPI's, Forecast, and other reports on the performance of the human resources area, and operational indicators of people;• Management of Legal Quotas (Apprentices and PCD's), and internship program;• Responsible for applying climate surveys and engagement action plans;• Monitor applications of learning solutions at the Corporate University on an LMS platform, with production of customized content according to the reality of the business unit;• Manager of DHO actions and projects through agile methodology and OKR's;• Responsible for implementing leadership development programs in the business units;• Participation in the implementation of Organizational Culture and Employer Branding;• Application and support in performance management, calibration and deployment of PDI's before 9BOX methodology;• Consultancy in management by competences, structuring of succession plans, and mentoring for leadership;• Support in demands involving union relations, health / safety at work, and DP.Results:Benchmarking of the category referring to the organizational climate / engagement survey by Kincentric; 89% of completed action plans related to cultural fit; 100% of operational training (by position/sector) mapped to learning on a digital platform (LMS); Inclusion of White Belt and Yellow Belt courses in the LMS platform; 95% of operational and strategic vacancies filled (average lead time of 20 days); 66% reduction in turnover in strategic positions compared to 2022; Participation in saving the personnel budget.

Guarulhos, Sao Paulo, Brazil

• Execution of external selection processes, and implementation of internal recruitment programs for strategic and operational positions, aligned with the cultural fit;• Mapping of organizational skills aligned to culture, for R&S flow, performance management cycles, and organizational climate surveys;• Influencer in the creation of strategies to strengthen Culture, Diversity and Inclusion;• Carrying out studies of salary ranges, creation and/or discontinuity of job structure, monitoring of remuneration methodologies, and management of the target contract for payment of variable remuneration (PRV);• Participation in the construction of the annual budget of personnel accounts;• Elaboration of KPI's, Forecast, and other reports of operational indicators of people;• Face-to-face application of corporate leadership development programs;• Advisor for strategic projects through agile methodology and OKR's;• Consultancy for competency/performance management, and facilitator in structuring succession plans through performance management, development programs, and mentoring sessions.• Support in demands involving union relations, health and safety at work, and DP.Results:Active participation in the project aimed at guiding young apprentices towards technical and behavioral knowledge; Reduction of 35% in the rate of denouncements in the ethics channel compared to 2020; 95% of operational and strategic vacancies filled (average lead time of 20 days); Elaboration of learning trails with the design thinking method to develop digital training solutions; Regularization of 100% of job descriptions and restructuring of salary ranges for strategic, tactical and operational positions using the Korn Ferry methodology.

Fortaleza And Region, Brazil

• Carrying out integrations (onboarding), and support in exit interviews (offboarding);• Application of climate surveys, and conduction of engagement action plans;• Carrying out internal marketing projects, and actions for commemorative dates (corporate and local);• Internal communication agent through internal social media (Workplace), and other communication channels (digital and physical);• Implementation of the social responsibility and digital accessibility area;• Implementation and support of corporate leadership development programs;• Construction of solutions through the mapping of qualification / training needs (LNT); • Application and support of performance management, calibration and deployment of PDI's before 9BOX methodology;• Administration of the benefits package (corporate and regional) with analytical performance of loss ratio, benefit utilization indicators, relationship with suppliers, and employee support point;• Monitor, support and update the compensation and controllership area regarding job and salary management, job analysis and descriptions, headcount control and monthly forecast.Results:Evolution in the organizational climate indices (from 2014 to 2019) becoming a global benchmark against the AON Hewitt methodology; First place in service rate with the social responsibility area becoming the area with the highest satisfaction among internal customers (NPS) in 2016; 80% of employees included in the internal social network (Workplace); Participation in the migration and systematic parameterization of HR in the Fortaleza unit, within a period of six months; 100% of employees supported with food baskets during the pandemic period.

Natal, Rio Grande Do Norte, Brazil

• Store-to-store supply of products in view of sales performance and commercial planning, ensuring product assortment;• Analysis of day-to-day results by department cluster, product type, store, and region;• Demarcation of products with low sales turnover for allocation;• Systemic adjustment of stocks and inventories;• Blocking and release of commercial campaign products (POS or strategic collection of commercial actions);• Registration of new articles (products);• Elaboration of performance KPI's;• Assembly of visual merchandising before allocation, in addition to assembly of inauguration stores.Results:Inauguration of more than 100 new stores with preparation of inventory using the SAP system; 100% standardization in the female group allocation method; Participation in the result of 30% of representativeness of sales and ROI before all departments of Riachuelo products.