Fabiano Liani

Responsible for the strategy plan and management for the follow areas for Lactalis Group Brasil:

1- HR Shared Services Center;

2- Rewards: strategy of benefits and compensation;

3- Talent and Aquisition;

4- Performance in HR

5- DE&I strategy

5- Compliance

Main roles:

1- To define strategy plans for the Business in Brazil;

2- Policies and procederes and standartization to Lactalis Brazil

3- HR Performance: to improve key KPIs, dashboard in Power BI, People Analitycs and others

4- HR SSC: management of HR Services and automatization of the process.

5- DE&I strategy plan and implementation

6- HR Projecto

Supports the business of DPA Brazil Chilled & Liquid and the business leaders, ensuring alignment between both of the parent companies. The day-day work includes activities like leading people planning for the DPAB Chilled & Liquid and partnering to resolve people issues and challenges within the business. Accountable for the people agenda within the DPA Leadership Team and for the HR functional leadership. Regarded by the DPA as the Leader in people performance and HR. Ensure development and rollout of all the HR sub systems, programs, procedures and policies within the business – Succession Planning Management, Talent Assessment, Performance Management, organizational changes by leading Change Management processes, Labor Relations and Union Management, Attend HR Audit Cycles, Social Compliance, Safety Strategy, Analyses trends of strategic HR KPIs for the business and etc.

Responsible for proactively managing all HR functions, recruitment and generalist processes and practices enabling the HR team to support the business. This role will be key in delivering all people related policy, processes and development as well as coaching management and employees through the employment life cycle. Direct support the DPA Brazil business and leaders in HR and People Planning issues - Drive the creation, execution & alignment of the People Strategies & Plans as part of the DPAB Business Strategy to optimize the contribution of employees to the business needs to drive competitive advantage. Sucession Plan:To support Line Managers to build their sucession plans, consolidating informations and participating in discussion and decisions fot the areas

Union negotiations (Food Union of Araras, Garanhuns, São Paulo and SBC): base date, PLR (Profit and Results Sharing),

Hour Bank, among others: Responsible for the relations with the Unions as well as for the negotiations of 05 collective agreements / base date of the business, PLR agreements based on each location’s Goals, including Managerial PLR (Profit and Results Sharing).

Organizational Development strategy, seeking alignment and synergies for DPA Brazil - Proactively challenge the established DPAB organizational structure to drive superior performance. Lead smooth organizational transitions using best practice change management methodologies, in accordance with DPAB Leadership Principles. Shape the culture to align with DPA’s goals & initiatives, through supporting & coaching Senior line managers.

Responsible for ensuring DPAB HR strategy and action plans are implemented in DPA Brazil. Also, ensure HR team to deliver as expected, seeking synergies across factories, sites, DC's and sales branches. Consolidate the DPAB culture aligning vision, mission, principles and values.

In partnership with DPA Brazil management team build a High performance culture. Identify, recruit and develop local talent and build succession pipeline for key positions for DPA Brazil. Co- responsible for Training & Development as per Individual Development plans and Engagement plans and local leadership teams people management and talent development.

Leverage with Nestle Brazil structure COE´s and BP´s to add synergies and better use of shared services. Lead DPA Brazil Organizational climate, Labor relations, and local HR process

Develop and Implement programs to attract and retain talent for DPA Brazil. Review and propose the appropriate Organizational Design for DPA Brazil in terms of levels, spans and layers, job banding, etc. Lead Develop People in Action process and sub-process for DPA Brazil.

Owner of People's budget for DPA Brazil - training budget, payroll and headcount control.

Owner of OHI and Engagement Strategy and plans implementations

Responsible for the management of all HR subsystems: Union relations, Personnel Administration, Benefits, HR Development, Medical Area, Labor Safety and Property Security and Manager in charge of both Campinas andRecife sites.

Merger and Synergy Projects: Start-up Operations: Responsible for the start-up of Recife PE plant. Responsible for transferring the stove plant fromHortolândia to Campinas site;

60% reduction of unproductive stables; Coordination of projects aimed at organizational climate improvements; Restructuring of teams;

Restructuring of policies and procedures; Improvement project concerned to the direct labor productivity; Mapping of the organizational climate; Union negotiations (interunion – Campinas): base date, mergers, PLR (Profit and Results Sharing).

Achievements:

✓ Start-up of a new production plant in Jaboatão - Pernambuco.

✓ Management of the operations shutdown project/closure of the plant with1.000 employees

✓ Reduction of the absenteeism index from 7,5% to 3,5%. 50% improvement of the climate survey index (from 60 to 90 points)

✓ 30% improvement of the plants’ operational productivity indexes

✓ Improvement of benefits cost efficiency with annual savings estimated in3MM

✓ Strategic negotiations with Unions: Collective Agreements, Mergers, Restructuring and Judicial Reorganization Process. Strategic negotiation with the Public Ministry concerned to labor and ergonomic matters

✓ Mapping and managerial succession plan for 100% of the positions and key people.

Implementation of methodologies concerned to Training Assessment and Return on Investment Measurement in T&D;

Inclusion of hearing-impaired people in the production line; HR Retiring Project / Love Health Project: Smoking is Harmful. Implementation of the On The Job Training system.

Achievements:

✓ HR Retiring Project: Preparation of employees for a new phase in life – The retirement. Reaching from high management to operations. Project awarded by GRUCA in 2005 (see CV);