Ana Luisa Cassis Mathor

Partner at BTG Pactual and senior member of the Human Resources leadership team, with 19+ years at the firm contributing to the development of the Bank’s global people strategy. Leads key strategic HR functions including Compensation, People Analytics, Global Mobility and HR integration of M&A and new businesses, supporting the Bank’s growth across multiple geographies. Responsible for the design and governance of the Bank’s compensation architecture, ensuring alignment with business performance, market competitiveness and internal equity. Oversees People Analytics initiatives that translate large-scale talent data into strategic insights to support senior management in workforce, performance and organizational decisions. Leads HR integration for acquisitions and new ventures, including pre-acquisition assessments, transition planning and post-integration alignment of culture, compensation and people frameworks. Also responsible for Global Mobility strategy, supporting the Bank’s international expansion and cross-border workforce management. Works closely with senior leadership and partners on key organizational and talent decisions. HR Partner (Associate Partner - Jan/25 - current) HR Executive Manager (Rank: Executive Director) (Jan/19 - Dec/24) HR Manager (Rank: Director) (Jan/15 – Dec-/18) HR Specialist (Rank: Associate Director) (Dec/12 – Dec 14) + BTG Pactual London (Apr/13 – Sep-13) Sr. Human Resources Analyst (Jan/12 – Dec/12) + BTG Pactual NY (Nov/12 – Apr/13) Human Resources Analyst (Jan/09 to Dec/11) Jr. Human Resources Analyst (Jan/08 to Dec/08) Human Resources Intern (Jul/07 to Dec/07)

Replacement of HR Director's maternity leave in the London office, supporting all HR processes: 1. Recruitment & Selection/ Offer Letters | 2. Contract of Employment | 3. Terminations | 4. Work visa’s (eligibility to work in the UK) | 5. Employment disputes |6. Background checks | 7. Criminal Records Bureau checks Corporate / Events | 8. Stakeholder Pension Scheme | 9. Childcare Vouchers| 10. Season Loans | 11. Benefits: Health / Dental / Life Property matters | 12. Payroll ‐ through HedgeStart | 13. Payroll analysis for BTG finance | 14. P11D reporting to Hedgestart | 15. Employers Liability Insurance (incl. content) | 16. Stakeholder pension scheme | 17. Employee Relations

Replacement of HR Director's maternity leave, being responsible for the entire Human Resources function for the two US entities of the BTG Pactual Group: 1. Benefits | 2. Recruitment | 3. Onboarding | 4. Immigration | 5. Payroll | 6. Reporting | 7. Policy Development |8. Performance Appraisals | 9. Training & Development | 10. Employee Relations | 11. Compensation: local support to the Year End Process (annual process of Promotion and Bonus);

 Banco Itaú S/A (Bank Boston’s acquisition) Sep/06 to Jul/07 Human Resources Intern – Retail Segment HR support (BP – Business Partners) to the Business and Retail segments, performing activities of interface between HR CoE (Center of Expertise: Training & Development, Recruitment & Selection, Compensation & Benefits, etc.) and internal clients (business areas). Active participation in the whole process of transferring Itaubank’s employees (formerly BankBoston) to Itaú, being responsible for the employees support and individual conversation’s schedule, working together with Compensation area in order to matching salary and job title’s structure.

 Bank Boston Banco Múltiplo S/A Jan/05 to Sep/06 (Bank Boston’s acquisition) Human Resources Intern – Retail Segment HR support (LPO – Line Personal Officers) to different areas: Personal Banking, Middle Market, Call Center, Wealth Management Services, Credit Retail, Risk Management, Audit, Corporate Affairs and Private Banking. Strategy’s area understanding and improvement with focus to talent management and human resources controls (Headcount control, Salary changes, New Hires, Terminations, Recruiting, Training’s needs assessment, Performance Evaluation, approval’s support, etc.) Active participation on the Variable Compensation new models – “Pay for Performance”/“Performance Diferenciada”, implementation and analysis of the Office Environment’s Survey (“Associate Survey”), as well as action plan’s construction.

Administrative and financial control: stock material’s control; development of control spreadsheets of management, cash flow, invoice’s issuance; reception of patients and contact with vendors;