Marcio Pereira Email and Phone Number

Responsible for total compensation consultancy, analysis and studies for the southeast region, head office and distribution center, seeking to implement a strategic vision of compensation processes in the business areas.Leadership of organizational structure studies, market analysis by region, mapping of alternatives and solutions to improve the level of attraction and retention of employees and review of the salary structure and positions, experiencing as a major challenge the development of rewards programs to leverage the results of Assaí's businesses.Support and guidance to the Shared Services Center in processes related to compensation and payroll transactions.

Responsible for management of Compensation Projects: Variable Compensation for Sales, Short Term Incentive - Bonus and Profit-Sharing Plan, Long Term Incentive - Stock Option, Jobs and Salaries Plan and Salary Surveys.

Responsible for structuring and managing the areas of Organization, Compensation, Benefits and HR Metrics, covering the budget and organizational structure of the group, ensuring alignment of HR strategies with corporate objectives.Responsible for directing the strategic actions of the department, collaborating in the development and implementation of strategies for attraction, retention and cost reduction through fixed and variable compensation policies, benefits, and HR performance metrics.Management of the redesign of the group's organizational structure and process optimization, in partnership with external consultants, aiming for structural and operational efficiency.Review of the fixed and variable compensation strategy, including long-term incentives for executives, ensuring that compensation policies align with market best practices and company performance goals.Strategic management of benefits, focusing on market competitiveness and financial sustainability, conducting supplier negotiations and optimizing the packages offered to maximize talent attraction and retention.Development and monitoring of HR KPIs, creating management reports to assess the impact of compensation and benefits policies on group results, and providing support to senior management in strategic decision-making.Responsible for managing and controlling payroll movements, ensuring process accuracy and compliance, as well as promoting optimization and efficiency in the transactions of the group’s companies.Management of labor and union-related analyses and support, providing inputs and strategies for negotiations and agreement reviews, as well as mitigating risks of conflicts or labor actions.Strategic studies and analyses of new assets, mergers, and acquisitions, assessing the impact on organizational structure, compensation, and benefits, while ensuring the integration and harmonization of HR policies in new businesses.

Responsible for ensuring the competitiveness of compensation and benefits policies and procedures through salary studies and market research, aligning the company's practices with the best trends and talent retention needs.Strategic analysis of the organizational structure, providing support to managers for decision-making related to structuring, budgeting, and role redefinition, promoting an efficient allocation of human resources.Management and implementation of variable compensation programs, including short- and long-term incentives and rewards, ensuring alignment between performance and rewards for employees at different levels.Management of the budget plan related to personnel costs, ensuring efficient cost management and maintaining the financial sustainability of compensation and benefits programs.Management and implementation of occupational health and safety policies, ensuring compliance with legislation and promoting a safe and healthy work environment, aligned with well-being strategies and talent retention.Management of the benefits strategy and corporate health programs, ensuring that the packages offered are competitive and attractive to maximize employee well-being and retention.Coordination of union negotiations, ensuring that compensation, benefits, and working conditions policies comply with collective agreements and acting as the point of contact between the company and union entities, promoting constructive dialogues in line with labor laws.Coordination of international employee development, implementing policies and programs for global mobility, integrating teams between Brazil and China.

Management and implementation of the strategy for Total Compensation, Benefits, Organizational Development, and Quality of Life areas, aligning practices with corporate objectives and promoting talent retention.Implementation of the job and salary plan using the Hay methodology, optimizing the job structure, ensuring internal equity and external competitiveness, and providing greater efficiency in the allocation of human resources.Coordination of recruitment and selection programs, ensuring agile and strategic selection processes focused on attracting talent aligned with the organizational culture and the specific needs of business areas.Implementation of training and development programs based on business area demands, promoting professional growth of employees and the development of key competencies for organizational success.Management of occupational health services and medical centers, ensuring compliance with health and safety regulations and promoting preventive actions to reduce absenteeism and improve employee well-being.Implementation of fixed and variable compensation and benefits policies, adjusting the job and salary structure, optimizing the workforce, and ensuring the competitiveness of benefits packages in the market.Coordination of union negotiations and collective agreements, aligning compensation and benefits policies with legal and labor requirements, ensuring a harmonious relationship between the company and union representatives, and overseeing the Profit-Sharing Program.

Restructuring of the job and salary plan, implementing the Towers Watson methodology, ensuring internal equity and external competitiveness, along with continuous management of compensation and benefits practices.Due diligence studies in merger and acquisition processes, analyzing compensation, benefits, and organizational structure policies, ensuring efficient integration and minimizing financial and labor risks.Participation in the design and execution of the Human Resources strategic planning, aligning local and corporate goals to optimize organizational efficiency and support business growth.Responsible for compensation and benefits processes during the integration with Iberdrola, promoting the harmonization of policies between the companies.Management and implementation of the HRSAP project, focusing on Compensation, Benefits, and Budget, aiming at the integration and optimization of HR processes.

Management of the merger process for compensation and benefits between SEARA and Marfrig in Brazil, Europe, and Asia, ensuring the harmonization of compensation and benefits policies across different regions, promoting efficient integration of employees and processes.Internal studies and analyses of new assets and market trends, evaluating merger and acquisition opportunities and recommending strategic actions to align compensation and benefits policies with global market best practices, focusing on competitiveness.Monitoring the evolution of the job structure and workforce to provide support for decisions related to organizational structure, restructuring, and department mergers.Responsible for defining compensation policies for hiring, promotion, and employee transfers, ensuring that all movements align with payroll processes and the job and salary plan guidelines.Implementation of short- and long-term incentive plans, linking compensation to organizational performance, ensuring alignment with the company's strategic objectives, and promoting the retention of key talent.Management of the integration of compensation and benefits processes during mergers and acquisitions, harmonizing policies and packages, ensuring internal equity and external competitiveness, while ensuring the financial sustainability of the offered benefits packages.Management of reference reports for the CVM (Securities and Exchange Commission), ensuring compliance with regulatory requirements and providing transparency in executive compensation, bonuses, and incentive practices.

Management and implementation of the Human Resources strategy for the Integralat business, ensuring that HR practices are aligned with corporate objectives.Management and implementation of people development and career management strategies, including performance evaluation, training, and recruitment and selection processes for both internal and external positions, ensuring talent growth and retention.Responsible for the implementation and management of the job and salary structure using the Hay methodology, as well as for implementing variable compensation and bonus policies, ensuring compliance in the areas of labor relations, occupational health, and workplace safety.Management of the implementation of the job and salary structure using the Hay methodology, ensuring competitiveness and internal equity, and designing a new compensation model for the sales team, aligning practices with the company's strategic objectives.Responsible for ensuring compliance in the areas of labor relations, occupational health, and workplace safety, contributing to a safe, healthy work environment in accordance with current legislation.

Detailed analysis of salary adjustments (transfers, promotions, reclassifications, and merit increases), ensuring compliance with internal policies and maintaining the balance of the job and salary structure in line with the available budget.Monitoring of variable compensation plans (PPR), evaluating their financial impact and ensuring the sustainability of the programs, aligning them with organizational objectives.Implementation and optimization of the job and salary structure using the Towers Watson methodology, aiming to increase external competitiveness and internal equity.Review of the organizational structures of business areas, in addition to developing and maintaining salary tables, contributing to effective personnel management and alignment with market practices.Monitoring the collective bargaining process and the profit-sharing program (PLR), developing calculations and being responsible for the payment to more than 20,000 employees.Feasibility studies for the closure of companies – C&A Viagens and Avanti Publicidade, being responsible for dismissals, communications, and transfers to other group companies.Following up on the collective bargaining process and the profit-sharing program (PLR), conducting complex calculations and ensuring correct payment to over 20,000 employees.Feasibility studies for the closure of companies (such as C&A Viagens and Avanti Publicidade), managing layoffs, communications, and employee transfers in a strategic manner, aligned with labor guidelines, minimizing risks to the company.

Coordination of the definition and optimization of AS IS and TO BE processes for the areas of recruitment and selection, fixed and variable compensation, bonuses/PPR, benefits, training, performance and potential evaluation, career and succession, and organizational structure, aiming for strategic and operational improvements.Active participation in the implementation of the David Ulrich model for Human Resources, focusing on the implementation of tier 0 (Intranet), tier 1 (HR Help Desk), tier 2 (CoE), and tier 3 (Business Partner), integrating HR functions for greater efficiency and strategic support.Development of business cases to assess the feasibility of implementing PeopleSoft-HRMS HR and SAP payroll in Brazil, conducting detailed impact analyses and alignment with business objectives.Responsible for the scope, design, and execution of strategic projects such as defining Job Family for all company positions, implementing an integration program for new employees, including defining mandatory training schedules, and developing training programs for Call Centers and branches.Supervision of the creation of a new HR portal, in addition to the implementation of tools for grade management, performance evaluation, KPIs (HR metrics), and a knowledge base to optimize operational efficiency and decision-making throughout the Human Resources area.

Participation in strategic discussions for defining guidelines and planning short- and long-term incentives, including involvement in the entire operational cycle of bonus and incentive programs, aiming to align compensation with organizational performance.Analysis, studies, and job evaluation projects using Hay (Global) and Mercer (Local) methodologies, supporting salary increase processes (promotion and merit) and conducting salary surveys to ensure market competitiveness.Monitoring benefits policies, conducting market analysis to ensure that the packages offered were competitive and aligned with industry practices, increasing employee satisfaction and retention.Development of managerial controls and improvement of fixed and variable compensation and benefits processes, utilizing HRMS/Oracle and automation, aiming to optimize HR processes and reduce manual errors.Responsible for real-time monitoring of MIS reports, covering budget, forecast, headcount, turnover, and organizational charts for all group companies, ensuring data accuracy for strategic decision-making.Representative in applying and evaluating Compliance standards for the Human Resources area, ensuring compliance with internal and external regulations.