Cinthya T.

Santos Brasil is a leader in integrated logistics and port operations in Brazil, specializing in the handling of containers and vehicles, as well as offering comprehensive warehousing and distribution solutions. Following its acquisition by the CMA CGM Group, a global leader in maritime transport and logistics, it has become part of a global operation with more than 155,000 employees worldwide. - Responsible for the strategy and execution of development programs for leaders, specialists, trainees, and employees on international assignments in Brazil. - Lead performance, potential, and competency management cycles, chairing talent committees and implementing development plans. - Design and oversee the succession strategy and critical positions, enhancing talent readiness and mitigating business risks. - Define and manage strategic indicators, guiding data-driven decisions and promoting efficiency and effectiveness gains in programs. - Work on the operational optimization of the area, managing budget, processes, and prioritization of initiatives, with a focus on value creation and scalability. - Provide strategic support for the Diversity & Inclusion agenda, contributing to the achievement of corporate goals and the strengthening of more diverse and inclusive environments. - Develop and implement foundational talent development programs, elevating critical competencies through initiatives such as mentoring, coaching, and accelerated development experiences. - Lead the talent and leadership assessment strategy, informing decisions regarding promotion, succession, and development. - Define corporate learning strategies, expanding the reach and effectiveness of development initiatives through various methodologies.

Working in the Key People Management Centre of Excellence (CoE), ensuring global talent and leadership development for all regions of the organization. - Define and manage the global strategy for Talent and Leadership Identification Assessments. - Manage the strategy for the annual Performance Assessment cycle (SAP SuccessFactors) and continuous feedback practices, adapting them to the specific needs of the different audiences and areas. - Map talent and succession, implement training actions and monitor individual development. - Develop materials and content using learning methodologies. - Promote continuous analysis of best market practices and study of trends. - Ensure the continuous updating of performance, talent and program quality indicators, identifying opportunities for improvement and proposing solutions to ensure the success of proactive talent management. - Develop and implement diversity, equity and inclusion (DEI) programs to accelerate talent. - Define objectives aligned with business strategies, program content, methodologies and instructional resources for leadership and talent development solutions. - Participation in national and international audits and certifications (Top Employer).

- Leadership development strategy (first management and up). - Performance evaluation management (performance, skills and agility). - Talent management, succession and critical leadership positions. - Career management and general public development. - Management of entry-level development programs (internships and trainees). - Definition of corporate university strategy and implementation of its developments. - Management of learning platforms and HR systems (Degreed, Udemy, SAP, corporate university). - Management of coaching, mentoring and outplacement programs. - Management of the scholarship and language program. - Management of the retirement program. - Creation and management of People Management norms and procedures. - Creation and reporting of indicators. - L&D focal point for internal and external audits.

- Creation of a strategy and implementation of working models (face-to-face, hybrid and remote). - Implementation of the short Friday benefit. - Creation of rules and procedures for the Well-being and Volunteering areas. - Preparation of briefings, campaigns, scripts and coordination of the area's communication plan. - Creation and reporting of strategic well-being and volunteering indicators. - Management of the corporate volunteering program, designing the strategic objectives, pillars and competencies. - Implementation of the TotalPass benefit. - Management of wellness programs and initiatives: occupational gymnastics program (operations and administrative), sports coaching, maternity gift basket, wreath and social assistance program. - Budget management for the area.

- Automation of the co-payment process through RPA. - Monitoring and administration of benefits: health and dental plans, life insurance, VAVR and medication allowance. - Carrying out registration procedures for the main benefits with the service team (admission, transfer between companies and exclusion). - Resolving service calls via the Services Portal, complying with the service SLA and managing employee queries about benefits. - Supporting the implementation and renewal of benefits suppliers in the group's companies and those recently acquired. - Managing contracts, balances and their expiration dates. - Organizing campaigns in the area, such as vaccination campaigns, executive check-ups, gift vouchers for employees' children and the Retirement Incentive Program. - Collection and reporting of strategic indicators for executive management. - Participation in the integration of new employees.

- Teach classes and guide student learning, promoting teaching and learning experiences based on the pedagogical plan and each student's special needs. - Analyze the students' evolution in the learning process, collecting evidence and paying attention to individual needs, defining actions to improve performance. - Organize events and activities contextualized to the students' daily lives to improve their language learning.