www.hrleaderslatinamerica.com | 813-658-2510 | inexchange@iqpc.com

February 11-13, 2015 • Orlando, FL, USA

2nd Annual

HR Leaders Exchange Latin AmericaFor the Top Growth Officers of Latin America & the Caribbean

This dynamic event has been designed with you – the Senior HR leader for Multilatinas and VP of HR for lATAM (lAC) – in mind. during this intimate, three-day forum, corporate executives will gain valuable insights to ensure their full potential by learning about some of the most challenging, dynamic growth operations in the region.

The HR leaders Exchange latin America is the premier event for multinational VP’s of HR for latin America and the Caribbean (lAC Region) and senior HR executives of “Multilatinas” who are responsible for driving strategic growth and human capital initiatives across their organizations. The agenda is focused on the major themes derived from the legacies of the region’s shared histories with emphasis on strategic and cultural transformations within the enterprises to meet or exceed growth requirements. These growth demands are placing extraordinary demands on leadership development, succession planning, training, talent management, rewards and retention.

The LATAM market at large and MultiLatinas are poised for significant growth not having been damaged by the recession of the northern hemisphere and in fact one could argue they benefited from it as other companies pulled back on their plans for the region or sold their lATAM enterprises. Multilatinas have increased their growth and holdings and setting the stage for further international expansion.

However these growth opportunities will not come without significant challenges. The education deficit in the region creates huge talent shortfalls. Labor and other inefficiencies along with the general socio-economic trends and country specific volatilities only add to the dilemmas. However, operating in these same conditions is exactly what has provided companies and Multilatinas the experience to capitalize on opportunities to expand to other parts of the world.

The HR leaders Exchange latin America provides one of the most credible forums for HR leaders in the region to share ideas and the real world solutions to many of the challenges that they are facing. The Exchange will be delivered in a format that is wholly conducive to peer-to-peer networking and provides opportunities to learn best practices through interactive sessions, listen to in-depth case studies from leading solution providers, and attend one-on-one business meetings.

Contact us today to learn how you may participate in this dynamic executive level exchange. I look forward to hearing from you!

Bryan St. laurent Program director IQPC Exchange

NEW FOR 2015• The Developing East-West Divide

in latin America: Regional Shifts?

• Non-monetary Rewards and Alternative Retention Strategies

• People Analytics: The Shape of Things to Come

• Strategic Talent Management in the 21st Century latin America

• Challenges of Operating in High Volatility Conditions: Argentina and Venezuela

• Current HR Compliance Issues in latin America: Brazil, Mexico, lATAM

• The Human Capital Lessons from Multilatinas

• HR Leaders Exchange Latin America Open Forum

“Again, well organized event. Good location and committed speakers who were very knowledgeable and great communicators. Right place to validate HR trends and what is being offered in the market.”

Delegate, Chiquita Brands, 2014 HR Leaders Exchange Latin America

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www.hrleaderslatinamerica.com | 813-658-2510 | inexchange@iqpc.com

February 11-13, 2015 • Orlando, FL, USA

WHO WILL YOU MEET?

To ensure the HR leaders Exchange latin America offers the highest degree of relevancy for attendees, only senior human resource executives responsible for providing strategic leadership in lATAM are invited. This exclusive format allows you to connect with those peers whose insights you respect most.

HR Leaders Exchange Latin America Executives in attendance will include:

UChief Human Resource Officer

UChief People Officer

UGlobal Heads/SVPs/VPs of:

UHuman Resources

UPeople

UTalent Management

UHR Operations

WHO QUALIFIEs TO ATTENd?

We qualify all attendees on job function, strategic responsibility, and budgeting authority to ensure you’re guaranteed to meet and engage with an elite group within human resources. Every attendee must answer ‘yes’ to the following criteria in order to gain an invitation:

UMy company’s annual revenue is $1 billion or above

U I sit in the C-suite or report directly to the C-suite in a latin American or Caribbean Region

UI control where human resource budget is spent

UI manage corporate strategy at regional, divisional or group level

PAsT HR LEAdERs ExCHANgE LATIN AMERICA ATTENdEEs INCLUdE:

www.hrleaderslatinamerica.com | 813-658-2510 | inexchange@iqpc.com

February 11-13, 2015 • Orlando, FL, USA

CONFERENCE sEssIONsThe highly crafted conference sessions reflect the strategic issues that senior market research executives have identified as priorities during our lengthy research process. You will choose from a selection of plenary and concurrent sessions covering a myriad of issues that will create the foundation of your agenda. Session formats include: co-presented case studies, panel discussions, case reviews, roundtable discussions and interactive debates.

MAsTERCLAssEsA MasterClass is an in-depth discussion led by a solution provider. The delivery format is flexible in that the solution provider may use a case study or present with a client to “bring the content to life”. We discourage heavy PowerPoint presentations as these take away from the level of interaction that is achieved with a case study or client.

BRAINWEAvE® dIsCUssIONs Our signature BrainWeave® sessions encourage discussion, debate and learning in an unscripted and informal setting. You can choose to participate in these interactive roundtable style sessions on topics which are top of mind issues. You will be able to select from four possible BrainWeave® topics which will be incorporated into your personal itinerary. Ask questions, share experiences and ideas and find the right answers to your immediate concerns.

ONE-ON-ONE BUsINEss MEETINgs An integral part of your agenda is the one-on-one business meetings with leading solution providers. When you register for the HR Leaders Exchange Latin America, you will be asked to identify the solutions and services you are currently considering, so we can invite leading experts to the exchange who will fit your business needs. This unique aspect of the HR Leaders Exchange Latin America serves to simplify the process for sourcing new solutions, enable you to discover strategies that are working for others and offer you early previews of emerging technologies.

Prior to the exchange, you will be able to assess the solution providers who will be attending and select those who offer products and services that match your initiatives and priorities.

More Than JusT a ConferenCe, To MaxiMize Your TiMe ouT of The offiCeThe HR Leaders Exchange Latin America offers a variety of unique learning styles and sessions, which you can select from to build a customized itinerary that reflects your current initiatives, priorities, and future strategic objectives.

www.hrleaderslatinamerica.com | 813-658-2510 | inexchange@iqpc.com

February 11-13, 2015 • Orlando, FL, USA

B Resort & spa, - Orlando, Florida, UsA B Hotels & Resorts® introduces a lifestyle hotel to the Downtown Disney® area with 394-newly renovated guest rooms and suites showcasing stylish, yet playful, décor and equipped with the most desired amenities, including FreeB Wi-Fi - complimentary high-speed internet access. Adventurous families and sophisticated travelers alike are invited to wind down from a day at the parks at the beautiful pool with exciting water elements, B Nourished® with creative culinary concepts or casual, light café-style fare or B Indulged® in the full service spa and wellness center for personalized treatments in a haven of tranquility. Host your next meeting or grand-scale event with over 25,000 square feet of indoor and outdoor function space at the lake Buena Vista conference resort.

vENUE

• BYOD, Social Media, Privacy Law

• Certification

• Change Management Solutions

• Compensation and Benefits

• Corporate Culture

• Corporate eLearning

• Data/Analytics

• Employee Assessments & Performance Reviews

• Employee Training and Development

• Gamification

• HR Service Center, HR Service Delivery

• Knowledge Management

• Labor & Employment Relations

• Pre-Hire Assessments

• Recruitment & Talent Acquisition

• Retention, Recognition, Loyalty, Rewards

• RPO, Recruitment Processing Outsourcing

• Social Learning

• Social Media

• Social Task Management

• Succession Planning

• Workforce Consulting

• Workplace Flexibility

Solution Providers are invited based on the requirements of attending delegates, and as such they will specialize in the following areas:

YOUR REgIsTRATION INCLUdEs:• Access to the secure pre-event website to customize your on site itinerary

• Selection of executive roundtables, keynote presentations and conference sessions

• Selection of one-to-one business meetings with service providers

• Breakfast, lunch and refreshments

• Welcome Dinner on Day 1 and Networking Dinner on Day 2

• Personal copy of the event catalogue, including participant details and speaker documentation

• Exchange Operations Manager dedicated to pre-event, on-site and post-event assistance

TOP REAsONs TO ATTENd• Unique invitation-only event which will include only CHROs, SVPs, VPs,

and Senior directors of Human Resources from the leading organizations in latin America and the Caribbean.

• Unsurpassed formal and informal networking opportunities to share and exchange ideas and concepts.

• Benchmark your current strategies and initiatives with other leading companies in our exclusive BrainWeave® discussions.

• Meet the leading solution providers relevant to your business needs in private, prescheduled, one-on-one meetings.

• A wide range of conference and discussion sessions led by peer level presenters sharing case studies, best practices, and unique updates that are most relevant to your current priorities.

• Maximize your time out of office by customizing your own itinerary. Select the conference sessions, BrainWeave® discussions, MasterClasses and business meetings that match your initiatives and current business needs, ensuring you have full control of your time at the Exchange.

sOLUTION PROvIdERs

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February 11-13, 2015, Miami FL, USA

Draft Agenda

Wednesday, February 11, 2015 – Day One

Morning Breakfast or “Brunch” on your own 11:00 AM 12:00 PM Registration

12:00 PM 12:15 PM Orientation

12:15 PM 12:20 PM Chairperson Opening Remarks

12:20 PM 12:50 PM HR Leaders Exchange Latin America Open Forum

12:50 PM 1:35 PM

Opening Keynote Address: The Developing East-West Divide in Latin America: Regional Shifts? Latin America is certainly not a unified entity and every country is on its own socio-economic and geopolitical trajectory. Within that trajectory policies can make a difference. Looking at Latin America today one could begin to argue perhaps only for the sake of discussion that there may be the beginnings of an East-West divide or dichotomy beginning to emerge, not in the old Cold War sense but according to new realities. On the East we have Venezuela, Brazil and Argentina; Venezuela because of known socio-economic conditions, Brazil—now lumped with Venezuela? Why you may ask? Brazil is the largest market economy in Latin America. It’s so large that no company can afford to not be in Brazil, but the costs are exorbitant and the monetary and wage inflation appear to have no end in sight. The emerging Brazilian middle class may be proud of the progressive government policies, as they ride the wage inflation, but the social unrest associated with the spending on the World Cup and forthcoming Olympics have caused companies to shift to a cautious position. Once the invoices for the World Cup and Olympics come due conditions may deteriorate. Argentina continues to operate one step ahead of another default. On the Western side we have Mexico, Colombia, Peru and Chile being the dominant countries, all certainly smaller economies than Brazil and Ecuador not-with-standing. On the policy side one could also include Costa Rica. These countries are booming, their policies are attracting foreign investment and they are investing in their countries, in infrastructure, education and more. They are investing for the future and hopefully sustainable futures. They are Pacific facing countries and perhaps and influential factor is the prospects of the Trans Pacific Partnership Trade Agreement or some derivation thereof eventually passing. Does this regional perspective make sense for long term corporate planning and resource allocation? Does it make sense for a reallocation of investment resources to or how to develop these markets? How will human capital planning begin to play out across this divide? Will it matter at all? Join us for a lively discussion around Human Capital development across the East-West divide. Karina Awad, Vicepresidente Sr HR Walmart México y Centroamérica, Wal-mart

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1:35 PM 2:20 PM

Talent Acquisition Challenges in Accelerated Environments with Education Deficits

Developing new businesses in a fast-paced almost hot market starved for talent forces one to search for very creative recruiting, onboarding, and training strategies to meet expansion objectives. These challenges are exacerbated when the base of the pyramid labor market suffers from education deficiencies. The HR function must then work with the businesses and the potential candidates to know exactly what deficiencies exist and how to develop the new employee to their fullest potential. As an example we successfully developed and staffed more than 1,000 pawn shops in Mexico in 4 years fulfilling the challenge to be the biggest brand in the country. This session will cover:

• HR strategy and business alignment • Understanding the talent market • Ideas on talent development in a highly restricted environment • Accelerating HR processes to meet business demand.

Danthe Escamilla, HR Director, Grupo Elektra, Mexico

2:25 PM 2:55 PM

Business Meetings 1

2:55 PM 3:10 PM Networking Break

3:10 PM 4:10 PM MasterClass A MasterClass B

Current HR Compliance Issues in Latin America: Brazil, Mexico, LATAM The ever changing HR compliance environment in the Latin American region requires vigilance and this session will review recent key developments across the region:

• Brazil: Discrimination against persons with HIV/AIDS is now a criminal offense; Updates on eSocial; Labor Accidents Insurance; Work Cooperative Social Security Contributions; Reimbursement of Education Expenses; the Anti-Corruption Law;

• Mexico: New Regulations Clarify the Requirements for Outsourcing; Minimum Wage increases;

• Costa Rica: Business Shutdowns and Mass Layoffs; Colombia Implements Data Protection Laws.

ELA

4:15 PM 4:45 PM

Business Meetings 2

4:45 PM 5:15 PM

Business Meetings 3

5:15 PM 6:15 PM

Mixed-reality Computer Simulation: The Next Generation of Leadership Development

Over 35 universities and school districts across the United States are using computer-simulated virtual reality to change the face of professional learning. This practice session will explore computer simulation that will completely redefine how leaders and other professional improve their skills. Attendees will learn how computer simulation is used for designing instruction in areas such as professional learning, education, science, administration, nursing, and even fundraising. Benefits of using simulation for high-risk activities will be explored. Results of a

specific application of simulation will be shared from a national research project funded by the Bill & Melinda

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Gates Foundation, investigating the use of an innovative virtual classroom with secondary teachers in STEM content areas. The majority of the session will be a live demonstration of the TLE TeachLivETM virtual classroom, an immersive mixed-reality computer simulation with adults and student avatars that interact with attendees in real-time. At the conclusion of the session, attendees will leave with new knowledge about how computer simulation might be applied to their enterprises.

Carrie Straub, Research Director, TeachlivE National Research Project, University of Central Florida.

6:20 PM 6:50 PM

Networking Drinks & Reception

6:50 PM 8:15 PM

Welcome Dinner

Monday, February 12, 2015 – Day Two

7: 00 AM 7:50 AM

Networking Breakfast Alternate Backup Business Meeting Time: 7:20-7:50am

7:50 AM 8:00 AM

Chairperson Opening Remarks

8:00 AM 8:55 AM

Strategic Talent Management in the 21st Century Latin America: The Link Between Gender Diversity in Leadership and Firm Competitiveness

Today in Latin America – as a function of four decades striking change in education and workforce participation rates – women make up 60% of college and graduate degrees, 50% of the formal workforce and 75% of consumer decisions.

Little changes have occurred in the gender compositions of leadership teams. The vast majority of private and public sector leaders in LA remain men; organizations have been unable to attract, promote or retain women in positions of top management.

Data from Latin America show that that most organizational leaders do not consider increasing gender diversity “at the top” to be an organizational priority. The purpose of this seminar is to provide cutting edge data as to why - for “bottom line” financial reasons - it matters and what organizational leaders can do to capitalize on the competitive power of women.

This session will focus on a provocative exploration of:

• Why so few women rise to the top • The link between gender diversity in leadership and firm performance • “Best practices” in attracting, retaining and promoting top female talent.

PANEL SESSION:

Karina Awad, Senior Vice President for Walmart de México y Centroamérica, Walmart de México y Centroamérica Maria Mercedes Carrasquilla, Vice President Human Resources & Administration, TERPEL Jennifer Baez, Vice-President, Human Resource Operations LATAM, Convergys Rita Gonçalves, Head of Human Resources Latin America, Genzyme, a Sanofi Company, YES Deborah Hernandez-Leyva, Human Resources Vice President Cargo Business Unit, LATAM Airlines

9:00 AM 9:55 AM

Interactive Roundtables Compensation and Benefits Trends Across LATAM Countries

The Impacts of Mexico’s Labor Law Reforms On Full Spectrum HR

Linking Mobility to Your Talent Development Strategy Global and multi-Latina companies are focused on developing their future leadership pipelines and

Brazil’s eSocial Legislation and Its Impact on Organizations

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supporting current global and regional leaders. Talent strategies must be linked to international assignments and employee mobility so that your organization can get the right people where they are needed, maximize the international experience and get a return on the investment (ROI). This roundtable session will give participants the opportunity to discuss and share experiences, challenges and approaches related to establishing Mobility as a Talent tool, including, but not limited to: • Increasing and supporting female assignees • Recruiting, developing and retaining Millennials through international opportunities • Managing geographic diversity and multi-Latina cultural challenges • Reducing costs of international opportunities through flexible policy approaches • Challenges integrating HR and Talent strategies with Global Mobility programs Lisa Johnson, Global Practice Leader, Crown World Mobility

Preparing Your Leadership for Your Corporate Leadership Initiative

Managing Employee Benefits Costs in LATAM on a Real-Time Basis

10:00 AM 10:30 AM

Business Meetings 4

10:30 AM 10:45 AM

Break

10:45 AM 11:45 AM

BrainWeave A BrainWeave B Workforce is a Competitive Advantage How do you perceive the workforce at your organization?” We´re sure we’d hear things like dedicated, hard working, loyal… but we´re talking more about how senior management views and manages the workforce. How do those who are driving the strategy for your organization view the value of your workforce? For many organizations, labor is the biggest and most visible expense category and often the first category targeted when improvements to the bottom line are required. In the worst case scenario, people may be seen as easily replaced, and your turnover may be high through both involuntary and voluntary attrition. While you may not personally view your workforce that way, is it managed that way? Are labor reductions the primary path to improved financial returns? Maybe your organization is more dependent on employees with specialized skills and you view them as a resource that may be hard to recruit and hold onto. Your workforce is an important component of your business with skills and capabilities that need to be deployed the right way in order for your financial objectives to be met.

ADP Session Amber York, Vice President of Talent Acquisition Solutions, ADP RPO

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Some organizations view their workforce as a flexible asset. They have a group of skilled workers that produce for you and can adapt to different tasks or roles. From our perspective at Kronos, based on the tens of thousands of customers we work with, the best-in-class organizations view their workforce is a competitive advantage. For them, their employees are their most critical asset who, when provided with the right tools, training and support enable these organizations to achieve results that their customer's value and their peers and competitors envy. Workforce Management Maturity Curve is a new and innovative approach to developing your workforce into a competitive advantage. It is a roadmap to success in achieving value-based. And when complexities are eliminated through automation, your workforce’s potential is maximized, and the flexibility to react quickly and accurately is achieved … enabling your workforce to become a vital asset. Kronos® is a global Workforce Management Software company with more than 37 years in the business with clients in over 100 countries. We help organizations of all sizes and industries to manage their most important, costly and strategic asset – its workforce. We provide the tools they need to help improve workforce productivity, control labor costs and minimize compliance risks. We turn the complex registration of employees such as time and attendance, scheduling of a diverse workforce, absenteeism and leave management and we simplify them. We rationalize Human Resources and Payroll processes. We help organizations hire the best recruits and make smarter decisions with the help of information in real time Case studies will be presented in this session Gabriel Alvarado, General Manager, Kronos Latin America

11:45 AM 12:30 PM

Can Two Cultures Cohabit after a M&A? Should One of Them Necessarily Disappear? Latin America has seen very large M&A’s in recent years from ArcelorMittal’s activity in Brazil and Mexico, to FedEx’s 2011 domestic transportation acquisition in Mexico, the 2012 LAN-TAM Merger between Chilean and Brazilian airlines, and ABInbev’s acquisition of Grupo Modelo, the largest acquisition in Mexican history. Complexities aside, the HR implications of these multinational transactions must be understood and mapped according to workforce implications, national compliance requirements, ROI and more. Many have significant cross-cultural issues that have to be understood, addressed, and incorporated across the organization for ultimate success. Among other things M&A’s are a strategy to accelerate growth and learning for the organizations concerned

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providing a means to leverage local experience from different regions. To be a global enterprise the company needs to be able to effectively mix cultures and experience. And as gained that experience must have productive tools and processes to share that knowledge. Other drivers are acquiring new talent, a new product or service line, a new client base and more. Still, M&A’s fail at an alarming rate of almost 50% and are increasingly multinational, international and cross cultural. What are the cultural factors that should be part of the pre-merger preparations, analyses, planning and implementations to increase success? What are the leader’s roles and what are even their conceptualizations of culture? Culture impacts everything. This session will review the cultural dynamics of the Sanofi/Genzyme and LAN-TAM mergers with emphasis on:

• Importance of the initial diagnosis • Predictions, Expectations and Realizations • Corporate cultures and national cultures • The role that leadership played • Driving the integration • How to track success?

Deborah Hernandez, VP of HR, LATAM/LAN Cargo Rita Gonçalves, HR Director for LATAM, Genzyme do Brasil

12:30 PM 1:00 PM

Business Meetings 5

1:00 PM 1:55 PM

Lunch

2:00 PM 2:45 PM

Intangible Benefits: The creation of employee engagement at Terpel: Intangible or subjective benefits are those that cannot be measured in monetary terms or, if they can, are perceived mostly on an emotional or enduring level.

• If we look at recent surveys/studies (see CEB Global Labor Market Survey above), although compensation is a grand opportunity for attraction, it is not necessarily the reason why people leave an employment;

• This same survey shows that the main five reason people leave organisations are: future career opportunities, development opportunities, recognition, manager quality and people management;

• In light of this reality, at Terpel, the vice-presidency of Terpel has the main goal of being a strategic part of the organisation and generating value through actions that are focussed on retaining our talent, not necessarily concentrating all our efforts on salaries and composition;

• We have put into place strategies, procedures and ideas that are focused on our people. On their career development (Terpel University, english courses, MA degrees for hipos, on communications that show the good news that our employees generate (recognition) both on a personal and professional level (we have screens in 90% of our work facilities, we communicate everything on a daily basis, etc), on the quality of our leaders through communication skills, leadership courses, coaching, etc. and close relationships with our people, through annual meeting directly leaded by the vice-president, “emotional benefits” such as reduced scheduled one Friday a month, birthday presents for their children, recreational vacations for their children, etc.

Maria, Mercedes Carrasquilla, Vice President Human Resources and Administration, Terpel, Colombia

2:45 PM 3:45 PM

Brainweave C

Brainweave D

Leadership driven corporate culture and retention initiatives in Latin America Retention can only succeed when it is driven by model leadership, engaged leadership and a corporate culture that is modeled on that leadership. Without it retention initiatives are doomed. How that leadership is transmitted and through what channels

Impact International Ted Gemmell, SVP – Global Client Solutions, Impact International

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to all segments is also essential for results. You can’t transmit the right message through the wrong channel and expect engagement. National differences are important as well and efforts have to be segmented by country. Although Latin America has a shared history, each country grows on its own development path determined by socio-economic and geographic circumstances. Thus, leadership, corporate culture and retention initiatives must also be informed by what motivates and drives people in each country.

From these basic realizations companies must develop a structured yet flexible program to follow and evolve aligned with business needs. This session will review some of Convergys current retention efforts and results in the region, remaining deficiencies and how they are being addressed.

Jennifer Baez, Vice President , Human Resources Operations LATAM, Convergys

3:45 PM 4:15 PM

Business Meetings 6

4:15 PM 4:45 PM

Business Meetings 7

4:45 PM 5:00 PM

Networking Break & Refreshments

5:00 PM 5:45 PM

Career Management – Motivation – Right People, Right Place, Right Time. How to ensure practical and pragmatic processes to assess, train and promote people to the right places therefore leveraging business results. The session’s objective is to highlight and discuss among participants the fundamental challenges for accomplishing arguably HR’s most important goal: DEPLOY people to the business. But this only works if:

• They have the right set of skills • They have the right motivation • They are deployed at the right time

For doing this I’d argue that four things are fundamental: Employee assessment (Right People):

• Performance (target setting and cascading: individual and collective targets) • Behavior (360o evaluation -or similar- cultural alignment) • Potential (mapping of HIPOs, etc)

Organization assessment (Right Place): • Evaluation of positions (consistent methodology: ex. Hay, Mercer, etc) • Disciplined process for upgrading or creating new positions (watchdogs)

Development (Right Time): • Development programs - short term (target delivery) • Development programs - long term (successors) • Strong brand (ex: corporate university)

Recruitment (Right People):

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• Talent attraction (internship, trainee programs, etc) • EVP

All done with a disciplined and robust process (People Cycle) - yearly, with a robust database, user friendly. Claudio Santos, People Vice President, Andrade Gutierrez, Brazil

5:45 PM 6:45 PM

Master Class C Master Class D

M&A’s as viewed through the TLC Factor A senior analyst recently arrived at the following conclusion around M&A’s: "Still, M&A’s fail at an alarming rate of almost 50%" A search for specific key words in a major AGREEMENT AND PLAN OF MERGER document of two global companies showed the following results: • Talent: 0 • Culture: 0 • Leadership: 0 • Integration: 0 • Human Resources: 0 • Human Capital: 0 • Projections: 7 • Projected: 1 This is fascinating and rather alarming given that it is the HR function that will be largely responsible for the success of the Merger or Acquisition, and while recognizing the legal necessities of accounting for assets and liabilities, perhaps such documents are not living up to the task at hand, or do they reveal a fundamental lack of penetration at the C level for the HR function. If HR doesn’t have a presence here, what do they really have? This session will discuss the following areas of Mergers and Acquisitions: • The deal from the HR perspective, their roles and responsibilities in the process, from beginning to end. • Identify and manage the people-related challenges to determine the aspects in which the HR executive needs to participate in order to capture greater synergies before, during and after the transaction. • How to plan and execute proactively to meet the challenges that will arise during the deal. • The best stage for the HR executive to step-up

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to insure that HR realities and their impacts get into appropriate deal documents. Pre-deal preparation improves HR's ability to support successful transactions. Early strategy and planning helps avoid costly mistakes and accelerates overall deal value. • Preparation for the HR executives to tackle the critical people issues that drive M&A success vis-à-vis the TLC Factor – such as retention, leaders approach, assessment of key talent, workforce engagement, and most importantly, cultural integration. Jorge Salvador Rosas Torres, Director Global de Recursos Humanos, Cinepolis

6:45 PM 7:15 PM

Business Meetings 8

7:15 PM 7:45 PM

Reception & Drinks Reception

7:45 PM 9:00 PM

Dinner

Friday, February 13, 2015 – Day Three

7:30 AM Breakfast 8:15 AM 8:20 AM

Chairperson’s Opening Remarks

8:20 AM 9:05 AM

Internal Career and Engagement at Bradesco

Companies in Brazil are struggling to employ good professionals and to retain their talents. In this session, Andre R. Cano, Executive Director of Bradesco Bank, will present how:

• Bradesco's Career System works to engage people and retain them. • The private sector can contribute to the educational system in the country. • Our Corporate University is reducing the learning gap within our workforce. • We successfully opened one thousand branches in one year without hiring one single manager.

Andre R. Cano, Executive Director, Bradesco, Brazil 9:05 AM 10:05 AM Business Meetings 7 & 8

10:05 AM 10:20 AM

Networking Break

10:20 AM 11:05 AM

HR LEADERS LATIN AMERICA OPEN FORUM

11:05 AM 12:05 PM

Business Meetings 9 & 10

12: 05 PM

12:30 PM

Closing Remarks Over Boxed Lunch / Close of HR Leaders Latin America Exchange