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?

In times of instability or crisis, my approach is to act as a true business partner, ensuring that legal is not a last-minute reviewer but an early participant at the decision-making table. Being involved from the outset allows me to shape strategies that address tangible and actual risks (including on regulatory exposure, financial liabilities, reputational impact, or contractual vulnerabilities) before they materialise, rather than reacting after the fact. I focus on solution orientation and pragmatism: working alongside leadership to understand commercial priorities, then framing legal input as clear, actionable choices that enable the business to move forward while safeguarding its resilience. Whether adapting dispute strategies to preserve customer relationships, structuring transactions to secure continuity, or streamlining compliance processes to keep momentum, the legal strategy shall always align (directly or indirectly) with broader business goals. Ultimately, early and active legal involvement ensures that complex risks are translated into timely, strategic decisions, strengthening the organisation’s ability to navigate uncertainty while still pursuing its long-term objectives.

What are the main cases or transactions that you have been involved in recently?

Drove the continuous development of the Legal & Compliance Department, with a strong focus on cost efficiency and optimization of external legal support (leading to a massive cost percentage reduction).

Led the design, deployment, and enhancement of a Global Contract Management System (including AI integration), coupled with the streamlining of key contractual templates.

Successfully negotiated multi-million-value commercial agreements across diverse markets with key bio/pharma customers.

Managed and successfully handled material disputes in multiple jurisdictions, safeguarding significant business interests.

Played a pivotal role in M&A and divestiture projects, including the carve-out of a business unit and the sale/closure of a dozen European manufacturing sites.

Established a new Group Code of Conduct (with effective communication channels), supported by (e-) training with nearly 100% employee participation, thereby strengthening the culture of corporate compliance.

Prepared the launch of a global Third-Party Due Diligence (TPDD) system, reinforcing risk management and sanctions compliance.

Advanced the Group’s ESG agenda, including SBTi approval, improved CDP climate and water ratings, the first externally audited Sustainability Report, and supported the establishment of the ESG Committee and CSRD readiness.

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?

Diversity, Equity & Inclusion (DEI) is a key component for the success of any company and is one of the top priorities for my legal department. It is not something that can be imposed through artificial quotas or isolated initiatives. Instead, it must grow naturally from the way we build our teams and work together. I believe that when talent is sought and recruited with genuine openness, cultural awareness, and curiosity for different perspectives, diversity comes naturally from the start. What truly matters is how this diversity is nurtured in everyday collaboration. I place strong emphasis on transparent communication, sharing both good and difficult news so that everyone feels trusted and included. I encourage regular and candid feedback, including bottom-up, to make sure every voice is heard. Frequent team meetings, whether face-to-face or virtual, help us stay connected across geographies. I also aim to provide on-the-job development opportunities, while ensuring that conflicts or challenges are addressed openly and respectfully. Even in difficult circumstances, respect must never be compromised. Just as important is celebrating successes together and creating moments of enjoyment at work, which strengthens both morale and cohesion. In my experience, this combination creates a positive cycle: transparency attracts new talent, inclusion fosters engagement, and equity ensures that opportunities and recognition are distributed fairly. Over time, it not only builds a stronger team but also establishes a workplace culture where diversity and inclusion are lived every day, rather than declared in words or numbers