Team size: Six

Major legal advisers: Baker & McKenzie, Posse, Herrera & Ruiz, PPU and Lloreda & Camacho

Could you share an example of a time when you came up with an innovation that improved how your legal team works and did not come at a large expense?

I have led a couple of projects with an impact in all the divisions and functions within Abbott Colombia. I produced “EMPTOR,” a project aimed to consolidate different categories of goods and services in one single matrix, which allows the users to easily identify whether a specific purchase requires a formal contract or not, and additionally provides guidance if the specific purchase requires to touch base with other relevant functions such as. This was a successful project at zero cost that generated synergies across all the local organisation. This project was so impactful that it was replied in Ecuador and Peru.

Can you foresee any key developments to the way general counsel work over the next five years?

Digitalisation and human skills development should be a priority for corporate counsel. Launching and implementing contract management tools is a key development in order to ensure a controlled day to day operation that will allow counsel to focus on strategic matters.

What are some of the main trends impacting the industry sector you work in in Colombia?

Digitalisation and redesigning of legal departments (for example, creation of hubs or optimisation centres specialised in certain matters or with a focus on attending low-medium complexity topics). Likewise, depending on the organisation size and availability of resources, the definition of governance regarding new regulations (for example, AML. Data Privacy, Ciber security, UBO) is a must. Otherwise, companies will enter into unnecessary discussions.

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?

As part of the LGBTQ+ community, diversity and inclusion are some of my key priorities. Having a gender balance within the team is not the only measure; we also consider candidates who are part of cultural environments. Additionally, with talent acquisition we are promoting more empathetic recruitment processes with a focus on inclusive language.

What challenges have you encountered in implementing effective risk management practices, and how have you overcome them?

The main challenge is to change the people’s mindset towards the legal function within an organisation. Many employees still believe that legal functions only consist of generating and managing contracts, but the truth is that legal departments should be involved up front in strategic projects in order to have a proactive (not reactive) claim management.

What is a cause, business-related or otherwise, you are passionate about, and why?

Having the possibility to contribute for the generation of synergies and materialisation of projects within respectful and empathic environments where everyone’s voices and talents count.