Juliana Sturmer S. de Souza

- HR Business Partner for Sales & Marketing; - Responsible for the implementation and execution of HR policies and guidelines for S&M team. Focused mostly in developing in the team the capabilities to face constant change in the way of working aiming to achieve the company's strategy; - Coach and counsel managers in enhancing their own leadership skills, addressing conflict, and improving on opportunities to develop strong engagement in teams.

- HR Business Partner for Corporate Areas (Finance, Legal, Marketing, Digital and Internal Audit); - Work in partnership with leaders focusing on change management, performance management, engagement, employees diversity, succession, talent management and employees career and development; - Support to leadership development through continuous feedback; - In charge of restructuring programs and organizational redesign of several areas according to compensation guidelines; - Counsel management on employee performance issues, difficult conversations and conflicts; - Team member in full agile squad, responsible for expanding the agile methodology in the organization, involving areas such as Digital, IT, HR, Digital Sales, Engineering, Marketing and C-Level.

- Gerenalist position, leading a full spectrum of HR functions for the Institutions of the group in Brazil (9 direct reports in 7 different locations); - Acting as a trusted partner to the business, understanding their needs and providing targeted, tailored support and guidance for each institution; - Develop and keep track of a comprehensive dashboard of people-related metrics and identify and prioritize programs to address areas for improvement; - Responsible for change management and integration process for newly acquired institutions; - Organize all the events set out in the HR calendar.

- HR Business Partner for Corporate Areas (Finance, Legal, Marketing, Commercial, IT); - Responsible for understanding and execution of HR strategies and demands, finding the correct and accurate solutions; - Organization of career committees to identify skills, succession plans and high potentials map for key positions (nine-box matrix); - Team Buildings for managers based on the diagnosis of competencies under development; - At Top Executives area, participation of the implementation of Top Executives Succession Plan, succession map management, development and evaluation instruments for Executives (assessments, coaching, counseling, technical capacitation, etc.).

- HR Business Partner for administrative areas of the Main Office; - Participation in development and implementation of the HR Strategic Plan (Performance Management, Competences Management, Talent and Succession Management and Internal Communication); - Responsible for recruiting processes; - Conduction of Internal Communication area; - Responsible for the Young Professionals Program (Trainees).

- Development and implementation of Quality Life Program; - Follow up of the expatriation processes; - Implementation of benefits policies and best practices; - HR Internal Customer service.