Legal Manager Andean Cluster | Kuehne + Nagel
Magda Morales Reyes
Legal Manager Andean Cluster | Kuehne + Nagel
How do you approach managing legal aspects during periods of instability or crises, and how does your legal strategy align with the broader business strategy to ensure the organisation’s resilience?
During periods of instability or crisis, my approach to managing legal aspects is centered on proactive risk assessment, clear communication, and agile decision-making. I prioritise identifying potential legal vulnerabilities early and collaborating closely with cross-functional teams to ensure compliance and mitigate risks effectively.
My legal strategy is designed to align with the broader business objectives by supporting operational continuity, safeguarding data and regulatory integrity, and enabling informed strategic choices. This includes adapting contractual frameworks, reinforcing data protection protocols, and ensuring that crisis response plans are legally sound and ethically robust.
Ultimately, the goal is to ensure that legal guidance not only protects the organisation and its people, but also empowers it to respond resiliently and responsibly in challenging circumstances.
What emerging technologies do you see as having the most significant impact on the legal profession in the near future, and how do you stay updated on these developments?
Emerging technologies like artificial intelligence, automation, and digital platforms are already reshaping the legal profession, and I believe their impact will only grow. They’re changing how we manage information, assess risks, and support decision-making, making legal work faster, more precise, and more accessible.
I stay updated by following legal tech news, joining professional discussions, and exploring new tools when possible. For me, it’s about staying curious and open to change, because technology isn’t just a trend, it’s becoming part of how we think and work as legal professionals.
How do you prioritise diversity and inclusion within your legal department, and what initiatives have you implemented to foster a more inclusive and equitable work environment?
Personally, I associate diversity and inclusion with equitable and respectful treatment. I believe that when selecting a candidate, the most important qualities are their values and professional capabilities not their gender, race, or sexual identity. These should never be factors of discrimination, but also not the reason for selection.
In any legal team, regardless of its size, I believe each member has a responsibility to promote an inclusive and respectful environment. That means interacting with colleagues in a way that makes everyone feel involved, supported, and valued. Inclusion isn’t just a policy, it’s a mindset that should be reflected in everyday actions and decisions.