Team size: Twelve
 
 
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?

 
Navigating legal challenges during periods of instability or crisis requires a collaborative, business-oriented approach. I prioritise building strong relationships with key stakeholders across the organisation, enabling a clear understanding of the situation from both legal and commercial perspectives. By identifying the core needs and risks, I provide legal advice that is not only accurate but also aligned with business priorities.

In the retail sector, legal strategy must be closely connected to commercial strategy—this alignment is fundamental to how we operate. I view the legal function as a strategic enabler that supports decision-making, brings clarity, and builds trust, particularly in uncertain times. During crises, a legal approach that considers the wider business context allows us to manage risks proactively while helping the organisation remain resilient and focused on serving its clients and community with integrity.
 
What are the main cases or transactions that you have been involved in recently?

 
Over the past year, I have had the opportunity to lead and work closely with my team on several strategic initiatives within the company.

We managed the execution of a disbursement under a USD$20 million credit line agreed with IDB Invest in 2021/2024, aimed at supporting retail sector expansion and fostering job creation in Uruguay.

We also supported the opening of TA-TA’s 94th supermarket in Montevideo, launched in an express format that brings us closer to our customers and strengthens our reach in urban areas.

Following our involvement in the corporate restructuring of GDN UY – through which a capital contribution was made to TA-TA S.A. by transferring the shares of San Roque, with the goal of generating greater synergies and reinforcing our commitments to the bondholders of the negotiable bonds issued in 2021—we assumed responsibility for the legal and regulatory advisory of San Roque. The pharmacy chain, owned by GDN UY, is one of the country’s leading retailers in its sector, with 53 stores across 14 departments. This transition enabled us to consolidate compliance, regulatory, and legal support under a unified, business-aligned legal strategy.

In each of these projects, our internal legal and regulatory department collaborated to review and negotiate terms, draft the necessary documentation, and manage post-closing formalities, ensuring that every step complied with legal standards and supported the organisation’s broader objectives.

 
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? 
 
At GDN UY, diversity and inclusion are not just principles – they are embedded in our DNA as one of the company’s nine core values. This commitment extends across all departments and guides our approach to fostering an inclusive and equitable workplace.

I am proud to be part of an organisation that has been a pioneer in workplace inclusion in Uruguay for over 25 years. At GDN UY, we are committed to fostering a diverse and inclusive culture, free from discrimination – one where everyone feels respected, valued, and empowered to reach their full potential within the company.

Our diversity and inclusion strategy is built around four key pillars: Inclusion, Gender, Disability, and Employability. Guided by these pillars, we implement awareness and integration initiatives that promote employability and strengthen engagement both within our organisation and in the broader community.

Some of the practices we have implemented include signing the UN Women’s Empowerment Principles, obtaining LGBT+ inclusive company certification, participating in the Pride Connection Summit, and being an active member of the Inclusive Companies Network led by Uruguay’s Ministry of Labor.

Through these efforts, we aim to build a workplace that is increasingly equitable, inclusive, and aligned with our core values of respect, diversity, and inclusion.

Within the legal and compliance team, we maintain a culture of equality where gender gaps are non-existent, and women hold influential leadership positions, including representation on the Boards of Directors of our companies.

Beyond structural representation, we lead initiatives that reinforce inclusion at the behavioural level. Our team manages the Ethics Line, a secure and confidential channel for reporting misconduct or ethical concerns, accessible to employees, suppliers, partners, and clients. Core principles of our Code of Ethics include inclusive hiring practices, zero tolerance for discrimination or harassment, and respect as a non-negotiable value. All reported concerns are addressed through formal internal investigations, reinforcing a culture of accountability and integrity.