Carolina Corte Real

Acting as HR Lead and Senior HR Business Partner for the Foods business in Brazil, responsible for the strategic people agenda of the business unit.

Origami® is a human and organizational development platform focused on strengthening leadership, culture and performance. • Acted in Organizational Development (OD), supporting leaders and organizations in organizational design initiatives, connecting structure, roles, capabilities and strategic business priorities. • Delivered executive mentoring and leadership development journeys, with a focus on self-awareness, decision-making and leadership capability building. • Supported cultural transformation and change management processes, integrating human development, organizational structure and business strategy. • Supported the design and strengthening of high-performance teams, connecting leadership development, culture and organizational alignment in complex and transformation-driven environments.

Acting as HR Lead and Senior HR Business Partner for the Operations Vice Presidency, with responsibility for the People agenda across Procurement, Productivity, Quality, EHS, R&D, Engineering and Agro (~1,000 employees). • Strategic partnership with senior leadership, connecting business priorities and people strategy, with focus on organizational design, workforce planning, succession, leadership development, cultural transformation and performance. • Data-driven structural and talent decisions, leveraging People Analytics to support performance and potential analysis, organizational movements and succession readiness. • Leadership of talent review, performance and development initiatives, strengthening the leadership pipeline, with significant improvement in succession bench effectiveness and expansion of critical role coverage to levels close to 70% in some functions. • Active contribution to culture, engagement and change management agendas, supporting leaders and teams through organizational transformation and evolution.

Acted as HR Business Partner for the Vice Presidencies of Corporate Affairs, IT, HR and Finance, with direct interface with executive leadership (~500 employees). • Strategic partnership with executive leadership, connecting business priorities and people strategy. • Acted on Performance Management and Talent Management, supporting decisions related to development, succession and performance. • Leveraged People Analytics to support talent and performance analysis, as well as prioritization of organizational initiatives. • Supported organizational development, culture and leadership agendas in corporate and global contexts.

Acted as HR Business Partner for the Vice Presidencies of Finance, IT and Controllership, with a focus on structure, efficiency and development (~430 employees). • Monitored People KPIs, succession and development indicators. • Supported initiatives related to organizational design and workforce planning. • Acted on process automation and operational efficiency within HR.

Acted as HR Business Partner for the Sales Vice Presidency, with responsibility for the People agenda supporting Modern Trade (OT) and Key Accounts (KAN, KAR and C&C) in Greater São Paulo, in addition to HR support for three Distribution Centers (DCs) (~540 employees). • Strategic partnership with operational leadership, connecting business priorities and people strategy, with focus on organizational design, workforce planning and change management. • Organizational design and resource allocation review aligned with business demand, repositioning the existing workforce, avoiding headcount increase and enabling approximately 30% growth in customer portfolio coverage. • Data-driven structural decisions, leveraging People Analytics and operational KPIs to support prioritization of initiatives. • Acted on performance, engagement and operational efficiency, supporting leaders in people management and team development.

Acted as HR Business Partner for the Sales Vice Presidency, with responsibility for the People agenda supporting small retail (DTS) across the state of Rio de Janeiro, in addition to providing HR support to six Distribution Centers (DCs) (~450 employees). • Supported Sales and Operations teams, with a focus on performance, organizational climate and people management. • Partnered with local leadership on decisions related to organizational structure, talent development and employee engagement.

Acted as HR Business Partner for corporate functions, including Marketing, Trade Marketing, Education, Sales, Finance, Digital, Communications and Public Relations. • Supported recruitment, succession planning, organizational climate and diversity processes. • Acted on early career programs (apprenticeship, internships and graduate/trainee programs) and talent development initiatives.

Worked on the development of the professional education strategy for the L’Oréal Professionnel brand in Brazil, with a focus on capability building, performance and brand growth. • Led the design, implementation and follow-up of Training & Development (T&D) programs for internal and external clients, aligned with business needs. • Developed innovative learning practices and people development initiatives, connecting technical education to commercial performance. • Led the implementation of the Style & Colour Trophy, the world’s largest live hairdressing competition, increasing brand visibility and engagement across the professional ecosystem. • Mapped and managed strategic partnerships, supporting the evolution of the brand’s growth strategy in Brazil.

Supported the development of the professional education strategy for the Matrix brand in Brazil, with a focus on technical capability building and sales channel support. • Planned and executed technical Training & Development programs for the education team (approximately 200 professionals). • Developed training materials and learning experiences adapted to different distribution channels. • Supported educational initiatives with direct impact on sell-in and sell-out performance across sales channels.

Responsible for managing the brand’s texture and finishing product portfolio, leading product launches, line renovations, and the evolution of brand identity and digital communication, with a strong focus on alignment with international guidelines and adaptation to the Brazilian market. • Management of the brand’s texture, finishing, institutional, and digital product portfolio • Leadership of product launches and line renovations, including adaptation to the Brazilian market • Development and execution of promotional incentive campaigns (sell in and sell out) for distributors and salons • Development and implementation of brand identity in line with international standards • Management of communication, content, and maintenance of social media channels and website across all product lines in the country • Development of the new institutional website platform, focusing on localized content and visuals aligned with the company’s new international guidelines

Contribution to the development and execution of the digital channels strategy for the Matrix brand in Brazil, with a focus on digital presence, campaigns, content, and support for sales channels. • Management of the brand’s digital strategy and channels (website, social media, and YouTube) • Development and execution of digital campaigns for product launches and brand strengthening • Creation and management of digital content aligned with commercial and communication strategies • Planning and execution of digital initiatives supporting sales channels • Preparation of monthly reports on digital performance and results for headquarters in France • Collaboration with global teams to ensure alignment with international guidelines and standards

Individual therapeutic practice grounded in qualified listening and psychoanalytic principles, strengthening deep listening, emotional awareness and understanding of unconscious patterns. This practice continuously informs my work in leadership development and human behavior, enhancing my ability to support individuals and leaders in navigating emotional conflicts, distress and recurring behavioral patterns with greater clarity, responsibility and self-awareness.

Training focused on the strategic application of coaching and mentoring processes in the development of people and organizations. Emphasis on methodologies for needs assessment, definition of self-awareness and competency development strategies, structuring of knowledge management programs, and results evaluation. Enables the facilitation of initiatives aimed at performance improvement, talent retention, and strengthening organizational culture in contemporary, complex environments.

Program focused on the development of strategic HR competencies, with emphasis on change leadership, digital transformation, agile culture and diversity management. Strong focus on contemporary leadership practices such as Leader as Coach and reverse mentoring, as well as data-driven decision making, organizational health, ESG and high-performance team development.