Carmem Pastor

Providing Strategic HR solutions, mainly regard to Team and Leaders Development, to all Bayer divisions through the HRBP function.

Collaborates to implement the Global Strategic Skills Pipeline Strategy and transformation to a Based-Skills Organization Focus on attracting, engaging and nurturing talent with identified strategic skills to proactively meet the needs of succession planning Relationship with Senior Business Stakeholders, Talent Leads and Demand Planning areas to assessment business needs and guide projects Reporting to a Global Director in USA

o Built People Strategy based on the long-term and short-term business needs for R&D Sites (~1500 people: FTEs, seasonal and contractors) o Talent Management – Coaching, challenging and developing leaders o Leverage internal and external insights to build data-driven talent strategies o DEI – Applying strategies to build of a diverse and inclusive workplace o Health and well-being – Bringing awareness of the importance of self-care to happiness and to unleash the people full potential o Strategic Skills Planning – Supporting org design, moving towards a skills-based organization, identifying the strategic and future skills that are required for a company customer and product focused

Supported People Strategy based on the long-term and short-term business needs for R&D Sites (~1500 people: FTEs, seasonal and contractors) o Talent Management – Coaching, challenging and developing leaders o Leverage internal and external insights to build data-driven talent strategies o DEI – Applying strategies to build of a diverse and inclusive workplace o Health and well-being – Bringing awareness of the importance of self-care to happiness and to unleash the people full potential o Strategic Skills Planning – Supporting org design, moving towards a skills-based organization, identifying the strategic and future skills that are required for a company customer and product focused o Built People Strategy based on the long-term and short-term business needs for R&D Sites (~1500 people: FTEs, seasonal and contractors) o Talent Management – Coaching, challenging and developing leaders o Leverage internal and external insights to build data-driven talent strategies o DEI – Applying strategies to build of a diverse and inclusive workplace o Health and well-being – Bringing awareness of the importance of self-care to happiness and to unleash the people full potential o Strategic Skills Planning – Supporting org design, moving towards a skills-based organization, identifying the strategic and future skills that are required for a company customer and product focused Skills: Seguros de imóveis e acidentes · Talent Management · HR Consulting · Retention Strategies · Leadership · Strategic Human Resource Planning · Executive Coaching · Workforce Planning · Change Management · Employee Wellness · Health Promotion · HR Transformation · Human Resources · Wellness · Executive Leadership · Biotechnology · Succession Planning

-Monsanto was acquired by Bayer. -Providing strategic talent mapping for leaders in South America region: Argentina, Chile and BR.

- Responsible for operating the full cycle processes of Talent Acquisition at Amgen LATAM: Brazil, Colombia and Mexico. - My main responsibility is the Relationship with Hiring Managers and HRBP´s, in order to understand the recruiting needs and create strategies to fill the positions in the best time and quality.

- Responsible for recruiting executive-level candidates - Filling positions in EMEA REST FORDEREST focuses on recruiting Professionals and Top Executives and is characterized by its exceptional ability to find them. In addition, it stands out because of its strategic human resources consulting.

Avanade is a technology consultancy, joint venture between Accenture & Microsoft As a Recruiting Specialist I was responsible for coordinating the Brazil Recruitment Area. Main responsibilities: - Coordinating a multi-site recruitment team - Responsible for all recruiting processes for executive positions – focused on direct sourcing methodology - Conducted over 200 hires per year - Managing and recruiting all positions at all levels by direct sourcing, using job boards, social networks, interviewing, negotiating and closing offers - Coordinating the employee referral program - Managing External Vendors for intern, analyst and executive positions - Participating in career fairs at universities

Main responsibilities: -Responsible for Recruitment and Selection - Brazil and Latin America Team, managed recruitment processes for areas such as Sales, Marketing/Online Media, Finance, Production/Market Research and Operations -Focused on direct sourcing methodology -Consulted for business leaders to diagnose and analyze current and future talent needs, human capital challenges and priorities, and identify and advise on appropriate solutions in order to become a high-performer team

Developing and managing Change Management projects for Bradesco and MetLife's technology departments

Main responsibilities: - Recruiting for executive positions in the Renewable Energy, Retail and Technology sectors

- Analyzing customer problems and complex situations, adopting plans and finding new solutions - Building institutional relationships with the Central Bank, Attorney General's office and Procon (Consumer Protection Agencies)

Dissertation Title: International Human Resources: Policies for Expatriates and a Comparison between Spanish and Brazilian Cultures (A case study conducted with Brazilians expatriates at ABN AMRO BANK in Spain – 2007)