LEANDRO VAZ

- Leadership in Total Compensation and Job Structure design/review consulting, as well as workforce planning for Brazilian and international clients of Idee’s involving the conduct of projects for assessing and defining compensation strategies based on key market practices and analysis of HR management strategies, culture, and particularities of the company, job evaluations, design of salary structures, and policies for administration of jobs and salaries (fixed and variable, short and long term) and benefits.

- Executive responsible for HR at the head office and regional sales offices, acting as a generalist Business Partner of key executives (team of six associates). - Leadership or active role in the implementation and/or consolidation of programs and projects for: selection/internal promotion of executives, career committees (executive succession plan based on Leadeship Pipeline), performance appraisals, potential assessments, training and development, identification of high potentials, promotions, merit increases, recommendation of career and development actions, internship and trainee programs, and internal communications. The set of actions facilitated understanding of HR tools by the different areas and the alignment of such tools with business goals. - Employee satisfaction management, with an improvement of nine percentage points in the Great Place to Work survey, 91% overall satisfaction rate of areas serviced (13th place in Brazil) and in VC S.A. (7th place in Brazil). - Other projects: retirement readiness plan and New Horizons program (selection and development of people with disabilities).

- Management of the corporate compensation area of the CARREFOUR Brasil Group, numbering over 60,000 employees throughout Brazil (team of five analysts). - Design of a new job structure employing the Hay methodology – planning, evaluations, impact analyses, migration of job titles, communication, and implementation – for the entire company, aligned with market best practices and respecting the particularities of Carrefour's operations. - Creation and maintenance of over 150 salary tables and total compensation for different group businesses (hypermarkets and supermarkets, drugstores, gas stations, loan companies, bank, credit card business, tourism, etc.) - Participation on the career committee: joint evaluation with directors of executives’ potential and performance, having as a benchmark the leadership model and achievement of goals, with the objective of identifying career opportunities, successors for key positions, job movement actions, need for new openings, and development plans. - Conduct and review of the bonus program for executives and over 3,000 associates. - Creation and implementation of various profit-sharing programs for all Group business models. - Development and implementation of a career path for employees among the Group’s businesses. - Conduct of the annual merit program (individual salary increases), based on the concept of meritocracy. - Review of policies and processes involved in employee job moves (promotions, hiring, transfers, and individual pay increases). - Focal point for the Group in France on matters involving compensation and expatriation of executives from the Brazilian operation.

- Human Resources internal consulting with generalist expertise in recruitment and selection, performance management, training and development, jobs management, and fixed and variable compensation strategies and benefits, employee satisfaction management, and support to internal communications processes. - Responsible for management of the flexible benefits program.

- Compensation consulting for various Brazilian and international clients of Hewitt involving the conduct of projects for assessing and defining compensation strategies based on key market practices and analysis of HR management strategies, culture, and particularities of the company, including the writing of job descriptions, job evaluations (points method – factor comparison), design of salary structures, and policies for administration of jobs and salaries. - Conduct of salary surveys including design of benefits programs (general/database and specific), defining participating companies and positions surveyed together with clients, collecting data, generating reports, and performing statistical analyses.

- Review of the job structure, aligning the KIBON Ice-Cream Division with compensation practices and strategies employed at UNILEVER BRASIL. - Writing of job descriptions, analysis and evaluation of job positions employing the method utilized by Unilever worldwide (Paterson), in addition to organization, review of job positions, and harmonization of job titles.

- Three years' experience in the area of corporate compensation at SADIA S.A., participating in the development and execution of projects and providing technical assistance to 20 sales offices and 11 plants on matters concerning fixed and variable compensation. - Preparation of job descriptions and evaluations using the Hay method. - Administration of the performance-management program, calculation of bonuses for senior managers and executives and for the profit-sharing program for administrative and operational jobs. - Maintenance of the compensation system based on the maturity curve concept for professionals in technical careers (career in Y). - Participation in the implementation and maintenance of a skills-based compensation and career system for operational jobs for all the company’s production units, involving over 20,000 employees throughout Brazil.