Raquel Parente Email & Phone Number

Portugal

Porto, Portugal

FARFETCH exists for the love of fashion. We believe in empowering individuality. Our mission is to be the global technology platform for luxury fashion, connecting creators, curators and consumers.The FARFETCH Group consists of farfetch.com, the e-commerce marketplace for luxury; FARFETCH Platform Solutions; a white label e-commerce solution for luxury.

Recruitment of the sales team nationally with an average of 40 vacancies per monthDevelopment of the sales leader program in B-learning format with a focus on the development of soft and hard skills, training more than 40 leadersConducting the e-NPS climate survey in accordance with global guidelinesLeadership of performance committees with a focus on team.

Led the project to redesign the Talent Acquisition area, working from reviewing policies, indicators, supplier management to recruiting and training the team.Partner management to implement a new indicator management toolReconfiguration and training of the team in the Workday system in accordance with the strategic objectives of the TA areaConducting.

São Paulo, Brasil

• Report to CEO. Responsible for all HR’s subsystems, leading a team with 14 professionals in 02 cities (Sao Paulo and Blumenau)
• Structured HR area, including the following departments: Talent Acquisition, Learning and Development, HR Operation and Benefits, Engagement and Culture; transforming the HR structure in a strategic area in the company.
• Worked in the National Expansion project, with more than 360 hirings in 19 cities, contributing with a growth of 300% in the company.
• Conducted diversity engagement and culture’s actions, helping the company to achieve the grade 92, a 83 NPS rate and the position number 6 among the best companies to work in the Technology Field
• Developed the leadership program, empowering more than 69 leaders, aligning the culture and contributing to increase internal talent pool (80% of the Coordinators came from internal recruitment)
• Created a Career Path with positions’ descriptions, compensation levels, and promotion criteria in order to help leaders to run the business, redesigning the Well Being and Health program, implementing benefits more.

São Paulo E Região, Brasil

• Report to the CEO. Responsible for managing all subsystems in the People & Culture area, leading a team of 14 professionals in two locations (SP and Assis).
• Structured the areas of Talent Acquisition, Development, HR Operations and Benefits, Engagement and Culture, aligning the company's new business strategy
• Worked on the M&A Project, from process mapping to the integration of People & Management practices in order to expand company's portfolio in the Solar Energy segment.
• Implemented the Performance Management Project in partnership with Aquila consultancy, working on process mapping, creating indicators, training and management rituals, which contributed to reducing expenses by around.
• Conducted, together with the Financial Board, the implementation of new company units (Physical Store and Distribution Center) in the national territory
• Designed the training pillars encompassing several programs such as knowledge management, leaders program, cultural transformation - Resolvers (brand ambassadors), among others, focusing on the dissemination of the.

• Report to the CEO. Responsible for the management and strategic planning of six areas: L&Dt, TA, Compensation and Benefits, Internal Communication and Business Partners. Leadership of five coordinations and 25.
• Implemented engagement actions focused on unifying the organizational culture across business units, earning the “Great Place to Work” certification and remaining ranked among the best Technologies’ Companies since 2012.
• Managed the Talent Acquisition area, with focus on maintaining employer branding and business performance, working on strategics attraction projects, such as the Trainee program with more than 12 thousand subscribers.
• Developed leadership development programs for coordination, management and executive board levels, keeping the leadership pipeline active.
• Implemented the career and succession program in all company's business units, working from candidate mapping to pipeline management with half-yearly follow-up, reaching the goal of 100% mapping of critical business.
• Developed several knowledge management projects, including the Key Competences mapping project for the Technology and Products area, where at the end of the project I built a career map with all positions, descriptions.

Master Of Business Administration (Mba)

Principles And Lessons On Leadership

Nzim Diploma In Management, Management

Bachelor Of Psychology, Psychology