Cristiane Okawara

Strategic solutions for people and culture management focus on area structuring and restructuring plans, innovation, business growth, M&A, change management and employer branding. Mentoring and coaching for the talent pool, leaders and startups. Implementation and monitoring LGPD (Lei Geral de Proteção de Dados) for HR, and operational risk assessment based on labor legislation, aiming to avoid future litigations. Projects: Implementation of HR and Culture processes as a strategic planning methodology, including target setting and performance management processes, remuneration framework, payroll and benefit structure, HR governance, especially aimed at the startup market. Additionally, I have been working with on-demand training and mentoring programs for staff and small businesses.

Responsible for People & Culture | D&I | Internal Communication | Labor and Social Security Legislation | Regulatory Controls for HR (Central Bank). Supporting the growth strategy of the LATAM market with a focus on digital transformation projects, in particular the implementation of the new Global ERP (Workday), Talent acquisition processes, Onboarding, Compensation, Learning Management, as well as the optimization of global, regional and local policies for all People & Culture subsystems. Maintain rigorous operational risk monitoring processes, ensure compliance with regulatory and local legislation, implement internal controls, and conduct external and internal audits. Implementation of LGPD, including employee handbook, training for all hierarchical levels and reorganization of physical and digital documentation. Adopt agile methodologies for HR area. Reporting to Country Manager / MD Latam / HR Director Americas As of 2021, full-time participation on ING's operations closure in Brazil and Argentina. Member of the local leadership team of the project, reporting to the regional office (USA), working on the planning and execution of all actions related to people, HR systems and processes, as well as the handover of remaining issues to a local consultancy firm. Reporting to Country Manager / Leadership team of the project (USA)

Responsible for the projects related to HR solutions as Change Management for M&A projects; Strategic planning; Structuring area (Recruitment, Training, Development, Compensation, Benefits, Internal Communication; Payroll); Development and process reengeneering; Target setting implementation; Audit; and Executive Search.

Direct report to COO Brazil Functional report to Regional HR Director (USA) Provide generalist Human Resources support for Richemont do Brazil and Brands. Design, plan, propose, and ensure the successful implementation of HR processes, programs and policies including staffing, expatriation management, strategic compensation, benefits, employee development, and labor relations for Brazil's subsidiary. Coach and counsel managers and employees on performance, disciplinary actions, talent management and other HR matters. Responsible for providing the right support for the office staff and 8 brands, including the boutiques ( SP and RJ). Member of the CSR committee, responsible for the coordination of the action plans related to the pillar of Organizational Culture and People Management. Responsible for the integration of a new company Montblanc in the local business related to HR subsystems such as benefits, compensation, regulatory requirements, risk analysis and payroll. Implementation of new payroll system ADP. Auditing and cleaning database in SAP HR .

Hired for temporary basis #Project: Operations Closure in Brazil# Direct report to General Manager Brazil Indirect report to Regional General Manager Functional report to Head of HR LAM (Mexico) Responsible for leading the development of strategic scenarios for the wind-down operations in Brazil, including the cost implications, risk assessment, legal subjects (liabilities, accruals, lawsuits, Union Labor etc.), and communication plan. Responsible for presenting the HR proposals for the Global Board with the support of the Regional Head of HR. Full execution of termination contracts for affected employees; support in transitioning the brand to the new buyer. In parallel with the project (confidential), responsible for managing HR disciplines such as Recruitment, Training, Compensation & Benefits, Payroll, and Internal Communication, besides Budget maintenance, Strategic Planning and Performance Evaluation process before the official communication of the wind-down project for all employees.

Direct report to CEO (Founder) Responsible for preparing the company (organizational culture and legal implications) and employees (skills, capacity of delivering, personnel profile) for a consolidation of NetMovies’ services in the market and keeping the leadership of this category in Brazil. Startup of HR area including the implementation of the Talent Acquisition process, Payroll system, Internal Communication policy, and Engagement Survey. Implementation of Organizational Culture (Mission, Vision, Principles & Values), overall targets and Strategic Planning by Heartman House Consulting system and methodology. Management of HR contracts, labor lawsuits, and Union Labor agreements

Direct report to CEO Brazil Functional report to Head of HR LAM Responsible for structuring the department and implementation of all subsystems of HR (Talent Acquisition, Learning & Development, Rewards, Labor Law Management, Payroll, Benefits, Internal Communication) in alignment with the Regional office (Latam) and Global guidelines. HR management for the 3 BU - office, warehouse and stores with approx. 1,100 employees (up to 2011). Results achieved: - Implementation of HR Strategic Management aligned to main KPIs as financialmetrics, internal customer service and organizational development; - Implementation of Change Management and Capacity of Adaptability initiatives due to the global crisis (from 2008) - M&A in all processes related to HR management in compliance with Brazilian labor legislation including risk management project concerning labor liabilities of the companies; - Implementation of SAP-HR; - LAM rollout of some initiatives developed by HR team Brazil; - Implementation of a new working methodology for Talent Attraction & Retention, Succession Plan tool (talent pool); - Implementation of Compensation Philosophy focusing on strategic management aligned to business growth strategy; - Member of Cross-Functional Regional Meetings (development of HR strategies and support of business growth).

Direct report to HR General Manager - South America Responsible for the communication with the headquarter in Japan aiming to implement in countries of South America (Brazil, Argentina, Chile, Peru and Venezuela) corporate trainings that focus on standardizing the methodology used by the company - Total Quality Management; corporate programs for process improvement (New Honda Circle), maintenance of internal media (update Newsletter Japan, Brazil Newsletter production, board news, Intranet, internal Events) and management of Engagement Survey to Brazil.

Direct report to COO Indirect report to the Controller Responsible for improving HR subsystems such as recruitment process, development and training, payroll, alignment of the compensation policy to international standards, optimize benefits, implement engagement survey, and budget management. Leadership of the project to change the Payroll system from offline to online platform. Strategic management of labor and social security liabilities in partnership with the external legal firms and suport to the external audits incluing ISO 9000.

Direct report to HR Manager Indirect report to Sales Managers Recruitment of specialist consultants in accordance to commercial projects to be implemented in the customers. Administration of Customer Satisfaction Survey and Engagement Survey for employees.