Gabriela Soave

As an experienced HR Business Partner, I specialize in talent acquisition, compensation studies, and training & development, supporting business growth through strategic HR initiatives. I have a strong track record in leading recruitment efforts across Brazil and Europe (UK, France, Germany, and the Netherlands), ensuring alignment with business objectives and fostering a diverse and inclusive workplace. Key Areas of Expertise: *Hiring Plan & Talent Acquisition – Managing end-to-end recruitment for all levels, ensuring a strong talent pipeline. *Training & Development – Designing and implementing learning programs to enhance workforce capabilities. *Talent Review & Performance – Supporting career progression through structured feedback and evaluation frameworks. *Onboarding & Employee Experience – Developing seamless integration programs for new hires. *Compensation & Benefits – Conducting market benchmarking and salary reviews to ensure competitive offerings. *Staffing Plan & Workforce Strategy – Aligning talent needs with business growth objectives. *HR Analytics & Strategic HR Planning – Leveraging data to drive informed decision-making. *Diversity & Inclusion Strategy – Driving equitable hiring and career development opportunities. *Employer branding – strengthening Systemiq’s positioning as a purpose-driven, global sustainability consultancy. Passionate about building high-performing teams and optimizing HR processes, I thrive in dynamic, global environments where people are at the heart of the business strategy.

* Responsible for recruiting leadership executives to support hiring needs within Facebook, Instagram and WhatsApp. * Competency interview according to the company's values and culture and technical skills. * Using data to provide talent mapping and market insights for hiring managers to make the best decision. * Building an active pipeline for future opportunities. * Dynamic and agile person: able to understand the business need and translate it into search strategies. * Partnering with Business Partners (HRBP's) for strategic Recruitment projects such as: Succession Plan, Employer Branding and Diversity, Equity and Inclusion Programs.

Data Analysis & Hiring Plans: • Acting as Trust Advisor for clients, presenting recruitment data and scenarios (expertise on talent availability, trends, and competitive intelligence within the market). • Design the Hiring Plan to my team (defining the hunting ground/sourcing plan/partnerships/ job posts). • Providing weekly data progress reports on status, hiring stage, and any potential obstacles impacting the hiring process. Candidate Attraction and Experience: • Deep understanding about the position and business (clients), main challenges in the short medium and long term, career possibilities, advantages, and rewards that are distinct from competitors. In short, understand the full scope of the position to attract the best candidates. Talent Sourcing: • Understanding of talent markets and complex candidate profiles, as well as relationships with talent pools and communities, to identify, and/or develop candidates for immediate and near-future needs and pipelines. • Develops a pipeline that generates strategic and differentiated candidates to meet the future talent needs of the business. Identifies unique and non-traditional talent sources (e.g., university recruiting, candidates who live abroad). Candidate Assessment: • Assessment tool application (SHL certified). Feedback to clients/candidates about “soft skills” results. Diversity & Inclusion/Employer Branding/Social Responsibility: • Social impact project where I could help vulnerable youths and coach them to improve their chances to get their first job. • Delivering shortlists focused on diversity of gender, racial, people with disability and others. • Participation in client Employer Branding projects - help promote the role on social media and in partnership with the university (generating webinars with CEO's and HR Directors to promote the company/culture/challenges)

• Responsible for conducting C Suite positions in Europe/Australia and USA. • Responsible for the whole process of research, consulting internal databases, sources, social networks, and International Associations. • Interviewing potential candidates. • Effectively engaging the candidates in the end-to-end recruitment life cycle. • Developing relationships within Amrop´s offices across Europe and North America. • Developing candidate reports, progress reports (to provide the understanding of clients’ business/industry, priorities, problems/needs).

• Responsible for all Senior Appointments for Regulatory Affairs roles. • Working with Middle-Management to C-Suite level assignments.

• Responsible for delivering projects • Responsible for prospecting new clients and bringing revenue; • Developing and maintaining long term relationships with existing clients • Kick-off Meetings: in order to align the client expectation about the profile of each position, set the hunting ground, delivery and deadlines; • Interviewing candidates and preparing the valuation of each candidate presented to the clients; • Market Mapping to enable the client to understand the organizational structures of their competitors, as well as the compensation and benefits; • Managing a team of Researchers

• Responsible for prospecting new clients; • Developing and maintaining long term relationships with existing clients; • Interviewing potential candidates

• Responsible for conducting C-Suite level positions; • Responsible for the whole process of research: setting the hunting ground, delivery and deadlines; • Interviewing potential candidates; • Market Mapping to enable to client understand the organizational structures of their competitors, as well as the compensation and benefits; • Developing candidate reports, progress reports (to provide the understanding of clients’ business/industry, priorities, problems/needs);