Ms. Ana Claudia Piedade Silveira dos Reis holds a bachelor’s degree in computer science from Pontifical Catholic University of Minas Gerais and a master’s degree in information science from Federal University of Minas Gerais. With over fifteen years of experience in executive search for the Technology, Media, Telecommunications, Services, E-Commerce, Private Equity, Venture Capital, Startups, Education and Real Estate sectors, she is a senior partner at Kingsley Gate Partners and responsible for the company’s operations in Brazil. Additionally the new board member aggregates to the Company her solid experience in management consulting and in technology, working on topics related to attraction, recruitment, retention and people management, having even advised the Company in the succession process that resulted in the hiring of the current CEO. Key Contributions for the Company: Strategic Planning; and People Management.
People and Compensation Committee
| Name | Position |
|---|---|
| Ana Claudia Piedade Silveira dos Reis | Committee Coordinator |
| Edson Georges Nassar | Committee Member |
| Laércio José de Lucena Cosentino | Committee Member |
With more than 41 years of experience developed in the financial segment of renowned national and multinational organizations, Edson Nassar has served as CEO of banks, in technology companies, as president of an insurance brokerage and as a director in various positions. With a Bachelor’s degree in Business Administration by FMU and a graduate from IBGC, he has experience as a member of boards and governance committees. Focused on management and restructuring of companies and teams, with strong performance in metrics and KPI’s, global and integrated strategic vision of the business, product portfolio, insurance marketing, sales and operations, digital banks, as well as their impacts and analyzes on business and its results. Edson has deep experience in the development, implementation and management of Business Units and People, with an emphasis on planning, process improvement, increased productivity and revenue optimization.
Mr. Cosentino is the founder and chairman of the Board of Directors of TOTVS, the largest technology company in Brazil. Graduated in Electrotechnical Engineering from the Polytechnic School of the University of São Paulo (USP), his career and history were consolidated in the IT sector especially by founding the corporation TOTVS in 1983. The Company is an absolute leader in Brazil, being present in 41 countries. Laércio Cosentino is a member of the Decision-making Board of the Brazilian Association of Information and Communication Technology Companies (Brasscom), a member of the Consulting Board of Cristália, chairman of the Board of Mendelics, Board Member of Brain4care, among other activities. Key Contributions for the Company: Entrepreneurship; Human Capital Strategy in Technology; Innovative Vision in Technology; and a renowned businessman in the technology sector and in Brazil.
Personnel and Compensation Committee will be composed of at least three (3) members, all directors, and at least two (2) must be independent.
The responsibilities of the Personnel and Compensation Committee are:
(i) Examine candidates to be nominated to the Board of Executive Officers of the Company, as indicated by the Chief Executive Officer, submitting its recommendation to the Board of Directors for the respective election;
(ii) Present to the Board a proposal for distribution of the overall annual compensation among Executive Officers and Directors based on the standards in the information technology market, and monitor the payment of compensation and, if they are not aligned with the standards of the information technology market, inform the Board;
(iii) Express opinion on the grant of stock options to Management and Employees of the Company;
(iv) Express opinion on profit sharing for Executive Officers and Employees of the Company;
(v) Examine the recruitment and hiring methods adopted by the Company and its subsidiaries, based on parameters used by similar Brazilian companies;
(vi) Identify, at the Company and its subsidiaries, potential future leaders for the Company and monitor the development of their respective careers;
(vii) Monitor the preparation and implementation of a succession plan for the Company’s executives to ensure that management has professionals available for hiring or promoting, whose professional experience and skills contribute to the healthy performance and preservation of value of the Company, keeping such plan always updated for periodical monitoring by the Board. The succession plan of the Chief Executive Officer will be monitored by the Chairman of the Board;
(viii) Monitor the annual performance review of the Company’s executives, based on the verification of achievement of performance targets, financial or otherwise (including environmental, social and governance aspects), aligned with the values and ethical principles of the Company;
(ix) Propose the form of disclosure of compensation of Management in the Management Proposal submitted to the Shareholders Meeting and in the Reference Form; and
(x) Perform a self-appraisal of its activities and identify opportunities for improvement.