Paula Cardoso

– BRAZIL OPERATIONS CLOSED IN 2025 – Agoro Carbon is a startup founded by Yara International. Led the end-to-end HR function in Brazil, overseeing all HR subsystems including Talent Acquisition, Learning & Development, Compensation & Benefits, Payroll, Facilities, Fleet, and external vendors, ensuring compliance, operational excellence, and alignment with global corporate guidelines. •Implemented the AgoroPrev private pension plan, strengthening the employee value proposition and talent retention. •Led the transition to a new national health plan, improving service levels, coverage, and cost efficiency. •Designed and implemented a new Short-Term Incentive Plan (STIP) for the sales team. •Oversaw payroll, bonuses, and benefits governance, ensuring compliance and operational accuracy. •Acted as HR Business Partner to senior leaders in Brazil and the U.S., supporting strategic talent decisions. •Member of the Brazil operations closure committee, leading workforce transition and labor compliance.

Global Project Manager for the rollout of a performance management framework impacting 1,200 employees, including executive leadership. Partnered with Talent Acquisition to design the Future Leaders global program to attract and develop senior leadership talent to support expansion into new markets and continents. •Implemented the AgoroPrev private pension plan, strengthening the employee value proposition and talent retention. •Led the transition to a new national health plan, improving service levels, coverage, and cost efficiency. •Designed and implemented a new Short-Term Incentive Plan (STIP) for the sales team.

Served as HR Business Partner for Supply Chain, Medical & Regulatory Affairs, Pharmacovigilance, Quality, Legal, and Compliance Also part of global initiatives focused on strengthening leadership processes and advancing organizational culture. •Managed the project to internalize third-party employees (+20), leading workforce transition and labor compliance. •Led the global design and LATAM implementation of performance management, including succession planning and critical role mapping. •Implemented leadership development programs for senior and regional leaders. •Designed and launched the regional mentoring program, expanding to a second cycle. •Implemented the regional DE&I strategy, including leadership awareness and affinity groups.

Member of the Global Talent Development CoE, supporting leadership development initiatives across 12 Latin American countries. Certified Master Trainer in DE&I and Feedback Culture, also leader of the Gender Equity pillar in the regional DE&I committee. •Restructured the LATAM Trainee and Internship programs, enhancing selection criteria and improving the assessment of candidates’ learning agility. •Led the Global Employee Engagement Survey across the region, ensuring high participation and providing strategic analysis of the results. •Defined the annual learning and development agenda, including leadership development tracks and strategic identification of participating talent. •Supported change management initiatives across multiple business areas. •Implemented the global mentoring program in the region, ensuring strong engagement from participating mentors. •Monitored Talent Review KPIs and presented insights to the Executive Committee; developed a structured IDP framework for HiPos to ensure consistency and appropriate development plan complexity. •Partnered with HR Business Partners and business leaders to implement customized solutions in training, development, coaching, and related initiatives.

Expanded scope following promotion, broadening HRBP responsibilities to additional countries across Latin America. Played a key role in Talent Acquisition in Mexico and led the review of processes and cultural integration efforts for the acquired company in Argentina (M&A), ensuring alignment with global standards and mitigating transition risks. • Served as Regional Lead for the implementation of the new global Culture strategy and Leadership Model, ensuring consistent deployment, leadership alignment, and practical integration into people management processes across the region.

Responsible for the Talent Acquisition, Learning & Development, and Internal Communications functions, supporting Manufacturing, Corporate Functions, Sales, and Marketing. Led the full review of HR processes, redesigning tools and workflows to increase efficiency and alignment with business needs. • Acted as HR Business Partner for Manufacturing, Sales, Marketing, and Technical Services in Brazil, providing strategic people support aligned with business priorities. • Implemented the full Talent Review cycle, including succession planning and the development of structured retention and development plans for identified key talents, contributing to a measurable reduction in organizational turnover. • Designed and implemented a new Internal Communications model for factory and sales teams, increasing employee engagement and strengthening alignment with business strategy and organizational culture.

HR Business Partner for the North/Central-West, Northeast, and South regions of Brazil, with national responsibility for Learning & Development. •Served as HRBP for Manufacturing, Sales, Marketing, and Technical Services in Brazil. •Redesigned core HR processes, improving governance and alignment with business strategy. •Implemented the Talent Review cycle, including succession planning and retention initiatives. team in one region. •Served as HRBP for Manufacturing, Sales, Marketing, and Technical Services in Brazil.

Served as a Training Specialist (Training Partner Model) for the Marketing community of all the company's Business Units. Responsible for face-to-face and online training, as well as helping execute employee´s PDIs. • Part of the workstream responsible for mapping the Marketing community's skills and competencies.

Construtora Camargo Corrêa is a Brazilian multinational that, throughout its 80 years of operation, has completed more than 500 major infrastructure projects in the areas of energy, sanitation, mining, oil and gas, ports, airports, highways, transport systems, and industrial construction, both in Brazil and abroad. Responsible for implementing and organizing the Cultural Change Program, which involved 500 leaders from Latin America and Africa. This included managing program communications, validating content, coordinating workshop logistics, and controlling the program budget. • Managed over 1,000 coaching sessions as part of the Cultural Change Program, resulting in increased session participation. • Oversaw the entire Climate/Engagement survey process and monitored action plans with HRBPs.

Served as an HR Business Partner, acting as the liaison between the headquarters and all construction sites. Responsible for developing and implementing a system to facilitate the transfer of employees between finishing and starting construction sites. • Participated in internal recruitment processes, general trainings, leadership development, and compensation/bonus processes.

Increased scope and volume of recruitment/hunting projects.

Responsible for senior executive searches (Senior Managers, Directors, and C-level positions), mapping complex organizational structures within industries using both internal and external resources. • Conducting meetings with clients to align on position profiles and negotiate possible deadlines; • Analyzing resumes and initiating contact with potential candidates, conducting interviews, and evaluating executive profiles; • Conducting phone interviews in English with potential candidates from the USA, Europe, and Latin America.