Nicolas Goncalves

Planned sabbatical focused on international travel, personal development, and exploring my next senior HR opportunity; spent six months across Europe, Australia and Asia and currently advancing my German language skills.

• Led all Human Resources activities within a cluster of four countries (Denmark, Finland, Norway and Sweden), supporting a business of $400 million and 450 employees. • Redesigned and implemented a new Talent Management framework. • Increased engagement rates as per Our Voice employee survey by 4% in Q4 2024 vs Q4 2023, despite announcing a reorg of 25 HCs 5 days prior to Q4 2024 survey launch. • Decreased voluntary turnover rates by nearly 9% from 2023 (13,9%) vs 2024 (5,2%)

• Led all HR activities for an Affiliate of $580 million and 625 employees across four sites, supporting two General Managers. • Led all integration activities through the acquisition of Allergan (130 employees), including the organizational design of integrated departments, harmonisation of HR policies and processes, alignment of benefits frameworks, cultural integration, etc. • Executive sponsor of the Equity, Equality, Diversity and Inclusion Council.

• Led all Talent Management and Talent Development activities across a region of 19 countries and 12,000 employees. • Trained all 19 Affiliate Management Teams, and trained and coached all country HR teams on our Talent Management cycle, Succession Planning, and Performance Management activities. • Facilitated “New Leadership Assimilation” workshops and full day Leadership Team Strategy workshops for new General Managers. • Coordinated the rollout of our global Leadership programs across the region.

• Led all HR initiatives for an Affiliate of 125 employees. • Strong focus on engagement (improving our Great Place to Work ranking from 12th in 2015, to 2nd position in 2017) and retention (decreasing turnover rates more than 7% from 2015 vs 2017).

• Led the change management and implementation efforts for the rollout of WorkDay (day one readiness, hyper-care, etc), the creation of a new HR Service Center team through an outsourced external provider called NGA (process maps definitions, local specifications, conflict resolution, etc), and new payroll providers (local configurations, pay-code and GL mapping, parallel runs, go/no go decisions, hyper-care, etc) across the 19 countries