Gustavo Anselmo

As Total Rewards Manager for South America at Ford, I lead a high-performing team responsible for the strategic and operational management of all Total Rewards programs (Compensation and Benefits). My primary focus is ensuring our practices are fair, competitive, consistent, and administered efficiently and in a timely manner, reflecting Ford's culture and positively impacting the lives of thousands of employees globally. I am actively involved in the design and fully manage the administration of compensation programs, including salary structures, bonus plans, incentive schemes, and annual reviews. This involves in-depth market trend analysis, evaluating the effectiveness of existing policies, and ensuring cost-effective practices aligned with the latest industry trends. I oversee the management of a comprehensive employee benefits portfolio, such as health insurance, retirement plans, wellness initiatives, and other relevant offerings. I lead the team in driving operational excellence and enhancing the overall employee experience. I work in close collaboration and strategic partnership with HR Leadership, HR Business Partners (HRBPs), Talent Acquisition teams, and business leaders. Together, we develop and implement job evaluation processes, define appropriate job classifications and salary levels/bands, and ensure internal equity and external competitiveness in compensation decisions. I ensure the alignment of Total Rewards programs with the company's performance management system. I develop, monitor, and analyze KPIs associated with Compensation and Benefits programs to measure their effectiveness, and generate detailed analytical reports for senior management and strategic partners.

Strategic Leadership: Supervision and leadership in the Human Resources department, with a primary focus on Compensation and Benefits, Reporting, and Mobility. Development and implementation of strategies aligned with organizational objectives to optimize employee performance and satisfaction. Compensation and Benefits Management: Formulation of competitive and sustainable compensation policies, considering market analyses and sectoral trends. Implementation of innovative benefits programs to strengthen the employee value proposition and reinforce organizational culture. Strategic Reporting: Creation and maintenance of analytical reports to provide valuable insights on key Human Resources metrics, such as turnover, team performance, and the effectiveness of development programs. Development of intuitive dashboards to offer the senior management a comprehensive view of the current state and future projections of the workforce. Mobility Management: Coordination of mobility initiatives, including international transfers, relocations, and expatriations, ensuring a positive experience for employees and their families. Negotiation of contracts with mobility service providers to ensure the quality and efficiency of services rendered. Interdepartmental Collaboration: Establishment of effective partnerships with other departments to ensure the efficient integration of HR practices throughout the organization. Active collaboration with senior management to align Human Resources strategies with corporate objectives. Team Development: Guidance and training of the HR team, fostering a collaborative work environment and encouraging continuous professional development. Innovation and Adaptation: Introduction of innovative practices in people management, staying updated on the latest trends and best practices in Human Resources.

• Development and implementation of short, medium, and long-term compensation and benefits strategies throughout the NovaAgri organization, encompassing branches in Brazil, Uruguay, and the TCN subsidiary. • Continuous analysis of best practices and trends in compensation and benefits, including participation in salary surveys and seeking information from compensation groups and suppliers. • Updating total compensation policies to align them with the company's strategic objectives and the market. • Management of job and salary structures, including job description and importance evaluation projects. • Supervision of benefits such as medical, dental, and life insurance plans, ensuring their alignment with the company's strategy. • Development of Variable Compensation models aligned with the company's strategy. • Monitoring of budgetary control of personnel expenses. • Promotion of improvements in departmental processes and development of key performance indicators for personnel cost management. • Leadership of the team, with a focus on alignment with departmental objectives and the dissemination of the company's ethical principles.

Coordenador dos cursos de Engenharia Elétrica, Engenharia de Controle e Automação, Ciência da Computação e Arquitetura e Urbanismo. Professor nas áreas de Engenharia Elétrica e Engenharia de Controle e Automação.

• Responsible for the company's compensation and benefits programs, including health insurance, retirement plans, and other employee benefits. • Administration of the Labor Cost across the entire company, which involved developing strategies, cost forecasting, and evaluating the financial impacts of projects. • Management of the performance program with the aim of maximizing employee performance. • Collaboration with finance professionals, executive leadership, and other stakeholders to ensure that compensation and benefits programs were perfectly aligned with the organization's strategic objectives. • Negotiation with suppliers to ensure advantageous conditions and the maintenance of mutually beneficial relationships. • Project leader for compensation and benefits-related initiatives, ensuring that these initiatives were aligned with the company's strategic vision.

Total Rewards Specialist (Reporting to Total Rewards Manager): • Responsible for maintaining the salary and benefits structure for all plants in Brazil. • Oversight of short and long-term incentive programs and meritocracy initiatives. • Conducted market surveys using the Hay Group methodology for position evaluation and Mercer for salary assessments. • Managed fully burdened cost control across all plants. • Prepared statistical data for the units, including turnover, headcount, and comparatio. • Reconciled the company's social security accounts. • Maintained regular communication with the corporate team to align Brazil with methodologies used in the USA, Mexico, and Panama. • Managed the employees' pension plan, a defined contribution plan in an open entity. • Support the Caterpillar Stock Purchase Plan (EIP). • Led the study of Caterpillar Brasil's medical plan for approximately 16,000 employees, including benchmarking and obtaining quotes from operators.

• Responsible for leading a financial reporting team to monitor production costs. • Coordinated the factory budget and monitored key performance indicators for the overall factory. • Managed a team of 16 employees.