Douglas Almeida

Legalization without bureaucracy, results powered by technology.

Comprehensive industrial waste management for sustainable development.

Continuously building new, genuine, and collective knowledge!

Open Mind Brazil is an exclusive networking community aimed at directors, vice-presidents and presidents of the largest Brazilian companies. Open Mind Brazil creates an environment that promotes interaction, debate and development of business practices, aiming to strengthen the capacity of organizations to transform their realities, promoting the personal and professional development of its participants.

Advisory Board Member

Foodtech specialized in engagement and loyalty in the food service industry, transforming the consumer journey into a smart and personalized experience.

• Business Partner: leadership of regional company spin-off readiness and transition, enablement of sustainable business growth with trade-off decisions (capital allocation), rigor on cost management. • HR Strategy: drive of the strategic management of HR activities for the region, across multiple business segments. • Organizational Culture: deployment of global initiatives and design regional cultural programs. Smooth communication process through all levels and drive of continuous engagement improvement. • Human Capital Capabilities: development and execution of HR strategies that ensured maximum engagement and effectiveness of human capital while partnering with the leadership team to build upon the team’s vision and strengthen the organizational structure. • Organizational Capabilities: assessment of internal capabilities and development of specific plans to anticipate organization readiness for external environment requirements. Enablement of the organization to keep market leadership position. • People Development and Leadership Pipeline: leadership of all executive and talent development initiatives across the region to ensure leadership effectiveness and pipeline readiness. Management of transition processes for Latin America President & CEO and Director roles. • ESG: leadership of cross-functional activities (environment, health, safety, security, crisis mgmt). DEI: sponsorship of employees groups activities development. Social & Compliance: corporate governance, drive of culture of compliance and oversight of employment investigations. • GE Latam HR Council Leadership: promotion of cross-businesses HR initiatives and regional synergies for all GE divisions. • HR metrics: monitoring of key HR KPIs. Design and implementation of quarterly HR business reviews. • Pension Plan Management: Head of Pension Board in Brazil. Assurance of overall governance and adherence to evolving compliance requirements. Seek maximum return of investments to plan participants.

• HR Capabilities expansion: Creation of the Organization and Development area in Latin America • Executive & Talent Management: design and implementation of customized developmental programs for key talents and high-level executives. Active voice of the Latam region in the global development forums. • Strategic Workforce Planning: definition of the staffing strategy and key partners’ identification/development actions. Leadership of proactive market intelligence applied to recruiting needs. Liaison with business leaders on short- to long-term resources demands. • Succession Plan and Organizational Development: leadership of all organizational design, restructuring processes, integration activities, leadership development, and early talent programs. • People Engagement and Retention: development and implementation of key initiatives regarding global talent assessment. • Executive Coaching: coaching of global key members and leadership team, providing counseling and mentoring. • Pension Plan: Member of GE Brazil Pension Plan Counsel, ensuring compliance and adherence to local regulations.

• Succession Plan and Organizational Development: leadership of organizational redesign initiatives, design of restructuring processes, coordination of integration activities, leadership development, early talent programs design and management. • People Engagement and Retention: development and implementation of key initiatives such as the regional onboarding program, regional talent assessment and training programs in local language. • Executive Coaching: coaching of regional key talents, management of mentoring processes for key and diverse talents. • Compensation and Benefits: responsible for the redesign of plans, oversight of market assessment activities, management of overal C&B budget. • Manufacturing support: enablement of primary care plant start-up, leadership of critical staffing needs. • Pension Plan: member of GE Brazil Pension Plan Counsel. Assurance of compliance and adherence to local regulations.

• HR Management: support to all GE business units HR Managers, management of due diligences & integration processes, oversight of personnel administration & payroll areas, leadership of market best practices initiatives, implementation of e-HR initiatives, leadership of HR/Compliance audits. • Organization & Staffing: talent assessment, leadrship of recruiting & selection, outplacement, internal transfers, and organizational restructuring processes. • Policies & Procedures: development and update of HR policies and procedures. • Benefits: suppliers development, management of contracts & costs, redesign of benefits plans. Implementation of GE Shares program in Brazil. • Pension Plan: redesign of pension plan, legal requirements assurance, marketing plan development and management, co-design & implementation of pension plan web site. • Union & Labor Relations: overall organizational support, leadership profit sharing negotiations in Brazil (Corporate and selected businesses units). • Labor Claims: management of labor claims, mitigation of identified risks. • Outsourcing Processes: development of guidelines to businesses units. Implementation of service level agreements. • International Transfers: management of expatriates moves, development of local suppliers; implementation of cross-boarders policy. • Regional HR: overall support to South America sub-region.

• Management of international transfers (approval process, leadership and employee orientation, repatriation process). • Coordination of Executive Salary Surveys; Implementation of Merit Plans; Stock Options support to employees. • Organizational restructuring projects support. • Co-leadership the PeopleSoft System Implementation for the compensation module. • Implementation of the Job Evaluation System. • Management of the Company Private Pension Plan. • Development and implementation of Voluntary Termination & Rejuvenation Plans

Certification Program for Technology Board Members

Certification for Family Enterprises Board Members